I have given notice and will start something new soon, but now I am wondering about all the reasons why I didn't progress here as much as I wanted. Perhaps it's just me, maybe I didn't know how to stand up for myself in an environment like this. How much opportunity did you have to grow a career here?
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Retired this year, feel sorry for you suckers who complain all the time but do nothing about it. Leave if you can and if you can't do your job and shut the F up already
Good luck to OP - leaving this pit and moving on to better things; you won't regret it
4 years at DXC. As time goes by, fewer resources and more work. Zero chances to learn or grow. In the same time period: 2 CEOs, 3 CMOS, 2 VP of Brand, an endless list of Heads of Nothing, with no teams or budgets... it just gets worse.
Nonsense ''leadership'' focused on themselves. Just waiting for the right opportunity to leave this s&*ho-e. #WeAreDXC and #WeSUCK
There is definitely lot of opportunities in cloud right, platform-x, MSVx etc. Wherein we need extremely talented people to contribute and grow.
If you are in a low cost center there may be room for growth, if not, then there is literally zero opportunity. Leave and don’t look back.
I spent two years at DXC, before leaving after 7 or 8 rounds of WFR.
In my time there (UK) I saw no-one receive a promotion. I saw no-one get any training / development other than on-line internal training (which was a bit cack). No-one received any raises either.
You shouldn't need to "stand up for yourself". Any company of this scale should be encouraging and supporting their staff to grow professionally. A loyal workforce that has real career progression is a great asset to the business in many ways - not least the fact that recruiting senior staff is more expensive than developing the teams you already have. Despite everything that Mikey & Steakcutter v2.0 said, people development is still not a priority for DXC
I think before DXC in the CSC EDS days there had been chances to grow. Although, once it became DXC and constant redundancies, the chances were severely restricted in that many were forced to take on addition responsibility for no recompense save for maybe they thought it might save them from losing work. I tried to help staff into roles they wanted by going to the senior job holders who would all say they didn’t have the budget, even when they were struggling with staff levels to provide a service and my advice to such eager staff was to consider expanding your search to the market. Obviously I didn’t want to lose anyone, but it got fit the point that it becomes obvious what you need to do.