The exec bonus plan is called "Omnibus" and because DXC is a publicly traded company, the details of it are a matter of public record.
You can find the full disclosure here: https://www.sec.gov/Archives/edgar/data/1688568/000119312517113595/d371552dex105.htm
Highlight for you is that "75% of the Target Units shall vest based on the Company’s Earnings Per Share (“EPS”) performance (the “Target EPS Units”) and the remaining 25% of the Target Units shall vest based on the Company’s Free Cash Flow (“FCF”) performance (the “Target FCF Units”)."
In other words, the two things you hear them bang on (EPS and FCF) about are entirely because it yields them:
Cash:
" Executive’s target annual bonus under the AIP in respect of each fiscal year shall be 200% of Base Salary and his maximum annual bonus shall be 400% of Base Salary. Any annual bonus paid to Executive shall be in addition to the Base Salary and to any and all other benefits to which Executive is entitled as provided in this Agreement"
Shares:
"an aggregate value equal to 800% of the Base Salary in effect at the time of each grant, to be awarded during the normal annual grant cycle (with the first such grant occurring in May 2020) and delivered in the same form applicable to equity awards provided to other senior executive officers of the Company (currently, 70% performance-vested restricted stock units (“PSUs”) and 30% time-vested restricted stock units (“RSUs”))."
Its not about growth, customer satisfaction, sales, having a functioning business or anything remotely sensible.
Of course, all of these "real world" things are then levelled at us the workers as the reason why we can't have a pay rise.
And this "bonus" scheme is written into a contract, as long as they hit those fake metrics its paid out EVERY time.
In the rigged game that is exec bonuses, everything is fine and dandy.
Just thought you'd all like to understand the "them and us" in this mess...