Thread regarding SAP layoffs

Two things are certain: During the upcoming “Coffee Corner”, Monika will not be asking CK about the compensation debacle, nor will there be any mention of VW’s very succinct summarization of Joule as being “Immature and ineffective”. Actually, I gues that they may not be certain, but this would involve CK taking a coffee en--a before his “Coffee Corner”.

@dy Because it's less expensive to give temporary RSU than increase their salary. Since it's temporary and in case SAP wants one day fire them the severance will be lower because RSUs aren't salary...

@dy That's the issue. It is impossible to exceed expectations when leadership can't even define them. The best we get are broad buzz phrases like "Foster a culture of automation" or something. We can do 100 things right and they'll focus on "what we can do to improve" because it sounds all managery.

@eb but that is true for t1 to t3 also, so everyone should get RSU

I wait for Chuck‘s statement before I believe anything about board members leaving next year.

@dy Because our actual pay is well below the market rate and those rsu's are actually part of our pay mix without having ever been contracted.

Why should t4 and above get rsu without exceeding expectations

@av yes and the new metrics and kpis being pushed to the support teams are insane.

• They're forced to use AI and to tag the cases to train the model, so it can replace them. Taking time out of their unending workload to review and assess the replies given by agentic case responder. Leaving less time for customer tickets
• with the partners like movate and Accenture, and the new ACR ai handling all the simple cases, the percentage of extremely complex and technically challenging cases being assigned to each support engineer is now way higher. Instead of being assigned 3 difficult cases and 3 easy cases in a day, you get 6 difficult cases. With the increased complexity there is no reduction in target numbers. C suite is still putting quantity over quality work.
• in fact the number of difficulties and stressful work has been increased. They have now made it so each engineer can be assigned TWO PRIORITY 1 CASES IN PARALLEL... If this wasn't ridiculous enough, they've also reduced the initial response time from 60 minutes to 15 MINUTES. These are extremely serious cases requiring direct interactions with customers and immediately accessing systems and doing complex debugging... it's not feasible to be able to process multiple cases of this level simultaneously with a high quality of work.

• support are also now being graded on their net customer feedback as a metric, regardless of the reasons for customers giving bad feedback on a case. Even cases that were originally mishandled by partners, or AI, where the support engineer excelled once it finally was assigned to them will effect their teams kpis for bonuses. Ask yourself how much sense is there to have a KPI for an engineer that is NOT RELATED TO THEIR PERFORMANCE... what do they think KPI stands for?

• Anyone with a brain can see that this is deliberately setting up support engineers for failure, so they can withhold bonuses and pay rises next year.
  SAP wants staff to quit, they will refuse to pay decent compensation and instead replace most of the support organisation with AI. They're being overtly hostile to workers. CK and the C suite deserve the worst.

@a4 what do you mean? They're getting even more shares. The program simply takes the share rewards away from the workers. Only managers and high level employees are eligible now

It seems like Muhammed A. has taken the VERP and is cashing out after refusing to payout bonuses. Just like Julia W. but she was basically terminated by the Germans.

@ca Won't renew means departing. Leaving. Not renewing employment after cashing out big bucks.

@a9 Won’t renew contract when it ends next year, according to the article

@ak Here is a licensed version free to open: https://www.businesstimes.com.sg/companies-markets/telcos-media-tech/saps-new-bonus-system-sparks-outcry-over-rewards-underperforming-bosses

In some areas, manager representing several levels are graded according to the team's metrics. So they are given incentive to crack the whip or risk losing their own bonuses. This wouldn't be so bad if the majority of them advocated for the workforce and set us up to succeed. They don't though. They push whatever change comes through and when we express concerns we're basically just told to stay positive and work hard.

Any manager that does this should not be in their position. Yet this describes so many of them.

@ak Just copy the URL, go to removepaywall.com and paste it.

Sometimes you need to click into the other options but you'll usually find an archived version somewhere. Sometimes you have to complete annoying Captchas but other than that this method usually works.

Here's a working link that site provided: https://archive.is/20260227102918/https://www.bloomberg.com/news/articles/2026-02-27/sap-s-new-bonus-system-ended-up-rewarding-underperforming-bosses

Can domeone cut and paste the article? It’s behind a paywall.

Gina and Muhammed to leave... on the one hand, this is not surprising. On the other hand, there are others on the board that should be shown the door before them.

@a9 lets hope so

Muhammed Alam is leaving?

You think this is the result of a struggle by ordinary employees? The only reason the board made this decision is that stock-based compensation strategies are no longer favored by executives due to the recent sharp drop in stock prices.