Dell continues to keep employees who barely contribute, and I can't figure out why for the life of me. People coast through their jobs and still get the same pay and benefits as those of us working hard. Getting rid of actual low performers and keeping capable staff would improve both morale and productivity instantly.
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The under performers are in the management positions -- they got there because they know someone or someone likes them -- that's it. They're the underperformers.
@104 After dealing with chatbots, article suggestions and wait times, by the time the customer gets to me they are pi---d.
@OP Agree - any manager who has been out of the trenches since 2021 has no clue of the changes that customer relations have gone through. (Many negative.)
ISG has been working to make it nearly impossible for a customer get a person unless the customer pays an absolute premium.
I heard one customer say that our biggest competition in support is Dell/EMC from five years ago.
Management are the greatest set of underperformers I've ever seen in my life. They're all politicans and graded on how the set politically and if people like them or not. Dell is no longer a results driven company. It's a high school and couldn't be filled with more cliques and immature people. It's embarassing.
@ac Should the fact that it was a woman that approached you be considered a positive thing for getting ahead in the workplace.
The problem is that there is no incentive for anyone to actually be much more than an "underperformer" these days at Dell. Give us a reason to perform as best as possible - aka better bonus's, raises and GASP promotions!
If anything, those over acheievers and "top performers" are working for a big fat nothingness. They will still get the same raise as the person who did half their work, they won't get a promotion and their bonus will be the same as well. Basically all that extra work they did got them nowhere.
Until dell starts promoting regularly and giving out reasonable raises that keep up with inflation, there is zero incentive to do more than just the minimum.
@aq Exactly why you should strive to be a middle tier performer. You aren't likely a high salary'd employee, you are valuable and noticed but not TOO valuable and aren't TOO noticed. You just do your job and that's that lol. I also very much think that ones personality and likeability, along with how easy they are to get along with/work with plays a large factor in things as well.
For those who aren't in sales positions, or positions in which metrics are how you are ranked for the most part... Such as my job in Cyber... We have no personal "metrics" or anything like that and think that those who do get laid off, is possibly based on the feedback they recieve from their 3-5 ppl/year.
I'm a mid tier performer leaning towards high tier performer however, I've lost the incentive to do "above and beyond" because promotions in the US have been absent for the last 6 years, raises have been all over the damn place and when I brought up promotions to my manager earlier this year, he basically said he doesn't forsee them happening anytime soon... in the US.
So why try harder? I do my job and do it well. I keep a low enough profile to be noticed but not a high enough profile to paint a target on my back.
@ab Disgusting , truly disgusting.. Rhode Island...
pickleball buddies with their bosses. My wife worked at a company once where, if you didn’t golf or sail, you probably would not get promoted. A house on the beach or Block Island was a big plus.
It was a Rhode Island company after all.
Fire them at once!!
This is a failure of leadership and of the soul of a company. Perpetual layoffs, limited growth opportunities, a dystopian vision for the future, constant offshoring, executives thriving while employee base faces limited promotion and raise budgets, d-mbed down roles with skill-building functions automated away or sent overseas, constant reorganizations, customer-unfriendly policy changes, no hope, no optimism, gross overcrowded unpleasant mandated RTO. Dell is a miserable hellhole and it is probably grossly underutilizing and undermotivating the employees that are clinging to their jobs.
@c4 Because it is exactly what they want, to get you to do as much as possible, even all the way to burnout, on your current salary. People get into a cycle where their managers tell them "Oh we couldnt get you the pay rise / promotion because (insert excuse) , but look keep up the good work and we most certainly get you there next year" . So now you work that extra bit harder, do a lot more, top of the KPI lists etc etc. They have now got you doing more than last year without ever having to spend more on you. Dont be fooled by it, its the corporate way...
There is a big gaping hole in your logic.
If you are so good, why would you be at Dell?
While I was at Dell, other companies, such as google/apple recruiters constantly reached out to me for positions and interviewing. And I eventually left for a better role/company.
The hubris from the so-called dell "high performers" made me cringe and secretly roll my eyes.
This is exactly how they want it to work. You need to keep in mind the carrott before the stick scenario which a lot of people chase, but then no payrise or promotion. This leads to frustration, are the "underperformers" frustrated? My guess is they realised early on the sh-t show Dell is and are basically doing as little as possible, knowing the fact if they chase that carrott they will never catch it....
Completely agree with this comment.
You can be a superstar at a company but if your manager doesn't praise your work to the team or to their management, you basically worked hard for nothing. I had a manager like this in my career. It's not fun and you don't get the raise or bonus you deserve.
Problem is the garbage KPIs used by this company are easy to manipulate. In my support role the ppl at the top of the KPI charts are also the ones that show up 45 mins late, watch Netflix for 2-3 hours, and are gone by 2 pm.
Sounds like Dell is already Unionized lol
You’re assuming a correlation between performance and layoffs that doesn’t exist. Layoff decisions are made by people who have no idea who you are, what you do, or how well you do it.
@ac If that was a once high flying software company based in Utah then we may have been coworkers… That would explain a lot about what happened. Know I feel bad that I was never approached… ☹️
i doubt my then boyfriend would have gone along.
@ab I worked at a company in the 90s where I wondered why some people got plum assignments or promotions who did not seem to be special.
I found out after my second Christmas attending the company party. My very attractive (out of my league but I don’t question it) wife was wearing an evening gown (it was a formal event). She had not been able to attend the party previous year. The dress was not particularly revealing but it was well tailored and showed only a bit of skin.
Then I found out why certain people got promoted. After New Years a female AVP approached me and remarked how lovely my wife is. I said thank you. She then went on and asked if we liked to socialize with other couples or small groups. Okay, I’m not a complete mo--n, I knew what she meant. I kind of went along not wanting to offend, I told her I would talk with my wife. The AVP’s response was “Wonderful, you’ll let me know what she thinks.? I smiled and nodded.
When I got home that evening I told my wife why I was officially in a dead end job, I’m not a prude but it’s not for us. I updated my resume that night.
You might find that the under performers keeping their jobs are also golf, tennis hunting, or God help us, pickleball buddies with their bosses. My wife worked at a company once where, if you didn’t golf or sail, you probably would not get promoted. A house on the beach or Block Island was a big plus.
It was a Rhode Island company after all.
:) LOL.....I am the safe one.
Well, that's what you get when running a company like they do. People would frankly be id--ts to go above and beyond for a company that can let them go at any point, no matter how good or bad they are performing. If anything it seems you're a bigger target if you've performed well and happened to get a few bumps in the salary over the years.
This is systemic in CMS. Exhausting. Very much a don’t rock the boat culture. Managers just lean more on the people they know actually do work. Protect that headcount and tell Dell stats at all costs.
Wait til you see how many take sick days in the middle of vacation
Somehow that's supposed to be healthy and acceptable for the rest of us.