@2fly+1neS7CA8 I think you need to look up the term sarcasm my friend. It is rather clear Platform X is not AI but just scripts.
You did hear him say we auto detect hardware failures before they happen and all right? Does this match your reality at DXC?
@2dae+1neS7CA8
Do it, and get DXC's reputation catapulted into oblivion the moment it leaks into the media for treating its workers with total contempt. Esepcially when those people are in "complex countries" as Lawrie would put it.
@2apz+1neS7CA8
Neither you or the CEO don't know what AI and ML are. Stop gaslighting people.
: @2lit+1neS7CA8 - Problem is you guys never listen to what the ceo says to the market and to our customers. Now for that we have to reduce your salary.
@2lit+1neS7CA8 - Impossible that it does not have AI. I heard Mike tell the street it was AI. You can listen yourself on the publicly available quarterly results recording.
: @1ylz+1neS7CA8 Platform X has no AI, it might have scripts but that is not AI. AI thinks for it'sself
"or how not doing anything in reaction to the cost of living crisis contributes towards DXC's attrition problem"
Attrition problem? DXC doesn't have an attrition problem.... they hired 27,000 people last year and the overall head count fell.
That's not attrition.... apparently.
That was Chris D's comment when asked about attrition.
They can't even lie their way out of this.
Hr and the management chain will only respond with raises will be given when profits have increased etc
We have been on that transformation journey for years and they can't reach the destination, so folks are now fed up of that excuse.
In the meantime the top management don't apply the rule to thier big pay. It's basically is just not the truth.
Sorry @1uvn+1neS7CA8 but that's not true, I've had the conversation with various HR folk and senior leaders, and I'm a lowly dev.
Just be careful of your tone, because then you're on the back foot and the conversation is about the wrong topic, your tone, but keep the tone professional and they can't complain and they actually have to a conversation about pay. You might not get anywhere but you can have the conversation.
i.e. Calling Mike, McShouty, to a senior leader is going to get you in trouble but asking how they will address the long standing pay inequalities or how not doing anything in reaction to the cost of living crisis contributes towards DXC's attrition problem and they at least have to respond.
Bagel and Sharpie gone, We will distribute the money to the people.
Promoting friends and family are the reason DXC fails and loses large accounts.
Ffs its sui-idal in the UK interest rates have gone up to 5% today and further rises planned, the cost of basic foodstuff is out of control.
Salvino needs to come up with the pay award very quickly before people end up in sui-idal and in a disaster situation.
Anyone in the USA or the UK get a pay increase ?
There's only one thing for sure, whatever happens to the company's performance, and finances - Mary Salvino and Mike Finch will get a raise every year for the last x years without fail.
If performance or profit is the key measures then they should be going by the same rules they apply to the the folkson the ground.
Currently it's a totally corrupt way that the pay structure is implemented and justified by Mike Finchie.
Post @ymm+1neS7CA8 says:
"We shouldn't be arguing amongst ourselves how what little DXC doles out gets carved out, we should be arguing with the senior leaders about why another half billion is being used to boost EPS to artificially boost their rewards instead of on the staff who actually deliver to our customers"
Nice idea... but how do you think DXC senior leaders would react? They'd brand you a trouble maker, and be looking for a route to a misconduct dismissal. That way they wouldn't even have to pay you a WFR payment.
Mad Mike does not like criticism of any form - he can't take it without turning into Mr Shouty. The fact that he's destroying DXC, damaging its staff and clients doesn't bother him - he's taking as much $$$ as he can.
So sure, tell the senior leaders what you think. The only thing it will get you is kicked out.
Your best option is to manage your own exit. Move, but make sure that you control that move and that you go to a really great employer. There are many great employers out there but DXC is not, and will never be, one of them.
This year, Platform X's new module AI infused Merit increase engine is unleashed to fix the disparity in salary ranges. Please stay tuned.
The people manager that I work with said and I believe him that merit increases are on hold
No one who's been at DXC for a long time is anywhere near a market rate, not even the legacy CSC folk, who tend to be better rewarded than legacy ES folk. It's only recent joiners that have a chance of being near midpoint, the rest of us are stuffed.
We shouldn't be arguing amongst ourselves how what little DXC doles out gets carved out, we should be arguing with the senior leaders about why another half billion is being used to boost EPS to artificially boost their rewards instead of on the staff who actually deliver to our customers
Using your way of management thinking if you have been in DXC for a number of years on a midpoint pay there's no incentive to work at at good level because your manager will sh-t on you to pay someone else who is on a lower pay than you or is friends with.
So to summarise its a company who pays millions $$$$$$ to the execs and uses any remaining annual merits to correct payscales for the lowest paid.
Anyone in between may as well not bother as year after year as your mangers will fewk you over unless you are friends then you will be rewarded as an exemption.
No annual merits for alot of folk every year.
What a bent rewards system, you couldn't invent any worse.
It's not the managers, they have no say in the size of the reward pot.
There are huge differences in salary, recent starters will be much closer to market rates than long term DXC employees.
So until DXC (not managers) address the huge variation in their employees rewards, the managers have to do the best with what little they get given.
If they have $1000, and have 2 staff, both top performers but one is on 90% of market rates or midpoint and the other is at 50%, they are going to give that $1000 to the latter not the former.
"on 50-70% less pay than you?"
What a joke of a company, its sickening that your paying people that low. How is a pay raise 5% to 10% going to fix that problem?
Knowing that most people are paid below market rates in DXC then this difference should be addressed by a pay reviews, not from merit awards.
Managers who try and do it by manipulating merit budgets this way can no way do justice to the people on the low pay, or by punishing the people on higher pay who are below market rate with yet another year of penalty.
Get real DXC managers and stop skrewing the folks and do your job properly by paying people properly.
Respectfully I disagree, you sound like someone on almost market salary complaining about no raises. Do you know there are people probably doing a better job than you on 50-70% less pay than you?
Those people need looking after, more than the one complaining about a 7-8% inflation busting pay rise.
So many dodgy managers in DXC who are using any pay funding to address pay differences.
Pay raises should be to help with cost of living for everyone.
They shouldn't be for addressing underpayment which should be addressed separately.
Everyone needs a base element of a raise in order to cope. So there should be a minimum pay raise for everybody.
You scratch my back, I scratch your back. Age old CSC way of doing things. It is in our DNA.