Let me break down why most of the employees are unhappy. First, forced ranking. Everyone is fighting for survival, taking credit for others' work just to avoid a PIP. Second, false ranking. People on the fast track get top ratings even when they cause major problems. Third, location bias. An expert here gets rated lower than someone in a cheaper country who makes constant errors. Fourth, promoting incompetent people. Industry experts end up reporting to managers who don't understand the work. These problems could be solved, but leadership chooses not to.
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Of course its rigged - as George Carlin put it "Its a big club, and you ain't in it". The brutal truth - the "owners" don't give a s**t about you. All they want is obedient workers. There is a much bigger game being played and we only get to watch - we're not allowed to participate. We all remember when MD was lauded for giving $6.25BN to the 'Trump Accounts' for children. Since that announcement his wealth has increased by $40BN+ , helped by a $5M investment in Dell's stock by the President's 3rd party brokerage firm, followed up with a public anouncement for people to go out and "buy a dell"! Look after yourself, because if you're depending on the government or this Company to do it then you've already lost.
@b2 Ranking employees isn't necessarily a bad thing. Dell's implementation of rankings with its bogus KPIs and racial/geographic biases is. In ISG support the only KPI management cares about is case accepts, so the folks who take a bunch of easy cases, force other people to wok the case for them, find ways to hand cases over to another region and/or do a half assed job fast tracking cases to closure get labled as top performers. Meanwhile the folks actual analyzing the problem, resolving it, and providing the customer with steps to prevent it from happening again are labeled as underperfomers or even put on PIPs. Seriously our team's "top performers has a case closure percentage under 35% and everyone in management is 100% OK with that.
@fm Management keeps meeting or exceeding the investors expectations.
I will put it this way, the vblock days have come and gone, engineers moved into powerflex and the same sh-tshow continues, the same winging it, the same nobody knows whats going on, no training, no labs. Engineers have come and gone, products have changed, the only constant! The same management....
Truth is, the game was rigged from the start.
- BANG*
I mean, this isn't specific to Dell but, yes... you are mostly correct.
Promotions are almost always given to the cheapest employees - which are always in India! - it's a far bigger bang for the buck to promote 5 indians for the price of 1 or 2 US employees. Same with raises
@OP You forgot ...
No innovation
No best-practice processes
No leading product category
No leadership (shyt leadership)
No HR that cares about employees
Manipulation
Lying
Dishonesty
Unethical behavior by leaders
Constant push to get people to quit
Disorganized systems
Legacy architectures
No career path
No stock options
Horrible marketing
Horrible engineering processes
Dwindling talent last few years
Endless list...
contrary to your belief, there are no forced rankings. Managers may have some kind of stacked ranking in their minds and, for bonus purposes, there are definitely top performers and bottom performers identified but nothing is forced here. Kind of wish it was so we could better identify the bottom
Some of you are obviously very new to real life. I guarantee you it is not what your parents told you. You can't just be whatever you want, you aren't the best at everything and you aren't right and everyone else is wrong all the time and you surely aren't getting promoted to VP in the first 5 years.
So what? You think that Dell is the only large company that does this. They all do.
Reading back, I'm still grateful to have left. These types of places never get better, they just keep disintegrating.
Sounds like Dell.....
Some of your posting may or may not be true. Some of it may be BS.
Get used to life being unfair.
Ranking employees has been going on for decades and decades. What makes you believe that it is a bad thing? A company I worked at cut off the bottom 5% twice a year. This made it easy to hire a couple of new people who could be EE, Exceeds Expectations, employees.