When I was ranking my people, I was specifically told I had to rank on a curve and could only have so many people at the top and had to have a specific percent below a three to allow for lower rating and merit. I didn’t agree with this, but did as I was asked only to receive my review and while it was numerically fine , the commentary was definitely neutral this year versus positive as it has been over the past 8 years of my being here. It seems this is deliberate and my guess is this is a way to have layoffs in the future and justify lower merit overall. Welcome to the GTM strategy of CDW. Let’s take that unlimited PTO while we can because soon enough we won’t be here anyhow. It’s just sad.
11 replies (most recent on top)
Thank you OP. Obviously a manager, pulling back the curtain on a terribly kept secret.
going through my first merit "increase" this year...wonder how "great" it will be
@ah Honestly, STFU!
@he I think you meant d-mbbell curve
Stock continues to hit new 52 week lows. CDW kicked out of the Nasdaq 100.
Reviews done and now managers pushing teams to enter time 5 days early in Salesforce. What are they preparing for later this week and before EOM. Turn off your WIFI on devices before you log out Thursday.
It's called a BELLCURVE.
@e2 Accruing paid vacation was not meant to be a savings account. A good business practice is not to hold a lot of liability. Unlimited PTO is good for those that, now, don't have to wait years to get 3 or 4 weeks of vacation. And, for those that went years to earn that much time, well, they got sc--wed a little. But hey, the good thing about unlimited PTO is that it's possible to take more than the cap as long as you're a good coworker and you have a good manager.
@e2 I don't know if anyone from CDW has challenged it but other tech companies have implemented "unlimited PTO" without facing legal issues. The company doesn't owe you anything and you chose to accept an offer that had paid vacation and they did give us a timeline to use it but I don't see how they are obligated to a specific vacation policy unless you have a separate agreement where they committed paid accruals or something that binds them to paying you when you leave. They can change their policies as they want (provided they aren't violating laws) so I'd think they can offer you nothing now and say it's a change in benefits and not be challenged legally. So take all those days while you can
Can we sue or see an attorney to see if we entitled to our vacation time as they originally promised when we came on board. You accrue more time as you have more time with the company and it is a reason I stayed here so I could get more time with my family and now that I have reached more time, they pull it? And I don't get my vacation pay/ time when I leave? That was part of my on-boarding offer. So I don't understand why they didn't grandfather us in since they offered that vacation pay if we leave in writing and then changed it on us. That is a benefit that some attorney's may view as not honoring their employment contract right? I am going to ask my neighbor who is a employment lawyer. I wonder if it is a practice that hasn't been challenged in court yet.
@OP And don't forget, the reason we switched to unlimited PTO was so we don't have to pay out vacation pay/earned time when people leave, and they strategy came about after we nixed the max people could carry over in 2023.
You probably spent too much time whining on this site.