#raises

Have you all got your notifications?

I am glad that my manager has kept my merit increases at a average of a reasonable 2% for the last few years so that we could 1) increase shareholder value, 2) keep staffing expenses manageable and 3) fund higher salaries for the top two executives at BNY. Source = 2026 Executive Comp slides from the Proxy Statement.

Discussions and counter views welcome.

I'll go first. Six percent one time. That's it.

Dell puts out an article stating how great they did the last year, and quarter - record breaking even! - and then turns around and gives a 126% IBP bonus modifier, and under 2% raises LOLOLOL???!!!

WTF is this bs?

In the 6 years I've been there I've never gotten below a 6% raise and wasn't expecting much this year simply because of the giant middle management reorg last year... I was not expecting a 1.72% at all, though. Englation is like 2.4 and Dell couldn't even give that much lol?

I know this a layoff forum so I apologize in advance if this sounds insensitive. Just trying to get a feel for the company since it’s 3 years before 401k/pension vest.

it should be generally 1st week of march, but no info yet

We are supposed to find out in the next week or so but, am not expecting much....

RTO is going to really. hurt now. Glad the recent raise will be useless now.

Looking back, my biggest increase here still was ridiculously low. And that's when I got a raise. I often wonder why I stay, and then I remember the state of the job market.

It surely will not even match inflation. Dell is cheap. Life is getting more expensive by the day. If you feel like you have less money, it's because you do. Raises will 100% not fix it.

RTO = More collaboration, problem solving and networking which leads to better raises, bonuses and career opportunities. All of which are raises.

Considering they demoted the majority of sr managers last February... Which su-ks bc my manager was AMAZING! New manager/director is cool but he has no clue wtf we do on a daily basis and has no personal relationship with any of us.

I've never gotten below a 4% raise so hoping for a 6% this year at least.

0% for managers in many groups. Fully met but 0% and lower Sti's than last year. Great year numbers wise in these groups. What's going on? They said they didn't have enough money and had to take care of people. Is it the $2M they had to give the guy who couldn't start . . . what a joke! We are tired of beating goals and getting 0.

Raise %:
Bonus %:

Anyone got their bonus and raise yet?

so, I got totally 4.5%, and I got 1.5% beyond structural raise of 3%.
below average?

2.25 % here. It su-ks but I’m wondering if that’s the amount most people get.

No, not at Truist of course.
After two consecutive years of $0 bonus at Truist I'm happy to report that the bank I am now with is giving me a 5-figure bonus + 4% raise (and I've only been here 6-months). Would have never happened at TFC!
Cheers to greener pastures.

Is 3.5% the average salary increase this year? And how much AEG did the lucky ones get?

Employee appreciation week yay! You guys should throw a party for everyone on the team - no budget given. So we pay for our own party - yet again I might add.

Combine that with 4 years in a row with an exceeds rating and getting far less than 2% raise. Oh great, I can take my family to McDonalds once a paycheck (barely).

I’m just done with this place. No matter how much I deliver of performance, that’s the best you can do? Never any Connection awards (what’s that?). The exact same bonus as everyone else, no raises, no promotions.

You don’t take care of your people, treat everyone like trash, you are not paying a fair market wage (we are the lowest in telecom), no budgets for anything, yet they waste billions on failed deals, waste millions on stupid marketing stunts.

I’m just fed up with this place. Nobody should come work here unless they are desperate.

Again we are being promised another “cost of living adjustment” at the end of the contract. Healthcare is going up. Inflation is on par with the raises so basically we are left with nothing but what we started with.Can someone explain to me why I pay dues to this union? I would’ve been better off negotiating for myself

Bonus payout was good but anyone else get laughable salary adjustment?

Anyone hear anything?

I might be getting a bump in my grade from SG6 to SG7, what percentage of raise should I ask for? I heard I should push for 8-10 percent increase.

Does anyone know what was agreed on in the new contract extension? Raises, pensions, additional vacation,? Etc...

I'm sure it varies from org to org but like, if you are a valued employee and have good relationships with managers, directors, etc... and overall are a stellar employee, what even happens to those who go in 1x a week or 3x week or don't hit the "minimum" day mark?

My director always tells us that he doesn't want us on any "list" - whatever tf that even means.. and to try and go in 5 days to stay off the "radar." Whatever that means...

A list for what, exactly? Maybe a list of people who think it's incredibly unfair that onsite's are held to a standard while 50% of the company is still full remote and can work in the comfort of their home?

Considering Dell wants employees to all be local to an office and go into an office, seems a bit unfair and weird to have such high standards for those unlucky enough to have been labeled "onsite." Especially when 98% of your team is remote while everyone who has to go to an office still joins virtual meetings anyways lmfao.

I'd have no complaints going in if most of my team was in MY office. Problem is is that only 1 person is local to my office so we get to sit next to each other and join the same meetings, virtually! At least I can tell him that his mic is muted though!

I mean, I suppose they can deduct raises - as if those are every great - and bonus's but if the threat is anything like "no promotions" then they can go f themselves bc promotions in the US has been MIA for 6 years now lmfao.

TF they going to do about those who don't go in or don't go in enough? Raises aren't excactly stellar, bonus's are just a % of your base salary and promotions are over in India.

Looking like bonus is happening but not full amount. Does anyone know what % of your percentage they are paying?

Does anyone know what raises look like this year?0-2%? More?

https://finance.yahoo.com/news/unitedhealth-caps-employee-pay-raises-180024516.html

https://finance.yahoo.com/news/nearly-half-companies-turning-poor-155840398.html

Curious if anyone received an Above and Beyond rating and what % raise you received? I know of one colleague who did and their raise was 4%, which only equates to a couple thousand dollars more per year than if they had received a Meets rating and 2% raise. Doesn't seem worth it to put in extra effort and go "Above and Beyond".

What about those that received a Meets rating. What % raise did you receive?

I'm curious what my raise will be this year considering that my group was moved to a director who has been MIA for the last year - minus his 5-7 minute 1x1s with everyone. No clue what we actually do, no idea what each individual does. The only info he gets is from our previous manager - our PM now - and I suppose and hope new manager dictates raises based off of old manager...

Not expecting anything great but hoping for a 4% lmfao. LIkely it'll be a meaningless 3.2 but I guess that'll offset some taxes...

I mean, what's the actual point in being a hard worker if your manager is never around, promotions are MIA and ultimately primarily given to those outside the USA? Or the fact that raises aren't even above inflation rates?

I love my job but cmon, I might as well do the bare minimum if promotions are essentially impossible to get and raises are laughable lol.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

After withholdings and deductions, the base increase indeed feels like "peanut butter" sized. It's hardly there at all. Meanwhile, Mr. Shart gave himself a handsome 28% raise.

Trump just said wages have been increasing like no other. He must be talking about Jane’s raise. He definitely isn’t talking about mine.

So many resignations. Looks like the 0% raises are having the desired effect. I for one am applying and trying to leave. What are you doing?

• CNBC: Peanut butter raises
  More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

What do they offer the flow , are they still on ideploy , do they get a raise ?

When's the last time you received a proper raise?

No COLA, no more bonuses, and now 0.75% raise. While they continue to rack in millions for senior leadership.