despite the best efforts of our leadership, we will have bad days. The best we can do is stick to the program our execs have laid out and make our bad days less frequent and less bad. Stay strong and positive, we will get over this crunch time.
19 replies (most recent on top)
To functional consultant (just an employee @bfz+16dvnZOh), working in the trenches - just F off back to your executive role alongside Sal.
Ah OP. I see you've hit -70 down votes, not to mention all the negative posts that you've triggered.
Even you can work out what this means. No one is buying your waffle.
OP was very likely upper management. Listen up OP: You can't keep employees at the same pay for 3 years and beyond (as in 5 plus). The American dollar doesn't have as much spending power in 2020 as it did in 2015... there's this website named 'Google' , why not do a little research?
If this COVID nonsense ever calms down, employees will likely leave in droves. What I'd really like to see develop here in the United States is an Informational Technology Union, sort of the Steel Workers of old. DXC is a prime example of an IT ticket mill, which is all about promoting numbers of supposedly resolved incidents to it's customers... employee recognition and advancement is non-existent for those of us in the trenches, and it will catch up with you. Ever hear of a dying IT support company named Compucom? Learn from what happened to them before it's too late.
The OP is having a laugh or is a newbie or a middle waffley manager.
Throughout my time at DXC never had a good day - lack of training, depressed wages, lack of co-operation, constant WFR and no support from management and co-workers like to knife you in the back to get brownie points.
Place is just a depressing pit of %$%ll
I can't see the "best efforts" of the leadership team.
Other companies in the segment usually do not sign deastrous deals, destroy the relationship with the customers and just fire staff on a regular basis.
There is a decline in the market due to cloud, there is a revenue decline and a price pressure, which certailnly results in a reduction of staff and shoring to cheaper locations.
But: instead of searious investments in automation and a strategies, all which comes from the top levels of leadership is allways a straw fire, initiatives which are underfunded and are cancelled in short term.
A1 knob.
The OP is none other than Sal.
Is this a joke?!
Lol. Was this written by one of Sals college kids?
It’s simple. Pay your staff And reward them in other ways and treat them with respect and dignity. They’ve refused to do this simple act and now they’re completely f*cked as a company with no way out. There now is no way the staff will ever trust them again after having lied about increases and bonuses. So now they get workers who will never give a sh1t and will work less and less hours until they hopefully get WFRed.
It’s not brain surgery. These mo–ns are trying to rape and pillage what’s left of DXC just like the last crew. Read Orwell’s Animal Farm. This is the playbook that the current management of Pigs are using now.
BAD = Broken As Designed
"We will have bad days" you say? We've been having bad YEARS! You must be new.
To functional consultant (just an employee @bfz+16dvnZOh), working in the trenches.
Laudable attitude, but as a techy working beyond you at the coalface, I have to question this dictated strategy.
You're still pushing more cloud services, and persuading clients to abandon on-premise solutions, so we can lower costs further, by getting rid of onshore staff.
Once you've convinced them, what's to stop said customers choosing to go directly to AWS, Azure or Google Cloud Computing, so bypassing DXC. In their eyes, what do we bring to the party?
Our staff will always be on catch up with the platform solutions and services these vendors develop and deliver, so in the limit you're going to keep loosing the best technical support staff, and end up being just a consultancy company.
As a consequence of this strategy, we're loosing all our best Devops innovators, solution implementors, etc., and increasingly have fewer capable technical support staff left behind.
You may create and design the solutions, but you don't implement, deliver and support them.
Care to comment further?
Go on, just be a good boy and shut up and keep working flat out b–ches. The c level loves you and thinks about you all as they laugh and pay themselves more money.
Just a bit more effort and your reward will be...
But enough about you, those c level millions won't get earnt if you don't keep slaving doing four or more people's jobs. Get back to it.
I can assure all that l am functional consultant working in the trenches. The differences in generations are getting clearer and clearer. Just work hard, be honest, try to help the company that you must have been at one time proud to work for. Don't you want that feeling back? Even better is if you sacrificed a few hours of your valuable time to help make that happen. Now that is satisfaction .. I am hopeful that one day you all can experience that.
(this message is brought you by your entry-level DXC HR representative)
My fellow consultants DXC or not, I have been around for a few years now and have seen the decline. Now what did I do? Well, one thing I did not do is ask the same damn questions on every meeting as to compensation. We are supposed to be professionals working for a global organization. We are billed out at very high rates because we are the best at what we do. We are calm and collected. Of all of you making comments I am curious how many reached out and said "hey can I contribute some of my hours to helping out?" Help with pre-sales prep, provide sales demos to support the sales team. Maybe some admin or analysis? Business is business and I get it. One thing that I can do is stand proud and loyal to an organization that in the past has treated me really well and going through a tough time.
For those left at DXC I encourage you to reach out to see what you can do to make DXC a great place work and a great partner to engage.
For those who are no longer with DXC take your earned experience and represent with a little dignity as to where we came from.
So lets all put on our big boy/girl pants and accept some responsibility for your career and things will all work out
Well OP, one DXC_positive_thinker, I suspect people reading your post will probably consider you a management stool pigeon.
If that's the case, and you really do have the ear of upper management, then could I earnestly ask you to show them the original response to your post, from @icl+16dvnZOh.
Their reply is not a rant; it's detailed and cogent. Moreover, it explains precisely why staff no longer trust DXC management nor their current plans to turn things around.
When Sal took over, I was prepared to give him the benefit of the doubt, and subscribed to be positive and support the new initiatives. Over the last year though, they've proved to be like the Emperor's new clothes.
I no longer feel positive about where the company is going, and haven't done for some months now. I feel worthless, unwanted, and expendable.
OP, What was in that Coolade?
If you OP want to be positive, then tell me where to look for good news....because there isn't any. Just fat cats filling their saddle bags with loot from a destroyed company.
Your positive mindset is something I appreciate in the people that I come across. However, I do not agree with your defeatist stance on 'the best we can do' and 'stay strong and positive'. It goes way deeper than that. Let me tell you why.
From the very start, things have quickly gone sour through brutal cost-cutting measures. The employees that remained, or joined in, have become so disillusioned and demotivated by these measures, that they are now actively seeking ways to get WFR'ed so they can collect that hefty severance payment. Don't believe this? Go to any town hall replay and you'll always hear questions regarding bonuses, salary increases, or severance payments. Leadership has to censor these questions now during town halls.
And then a new boss comes in. With a noble virtue, he proclaims to care for its customers, assets, and employees. What happens instead is the same old, with an added bonus: nepotism. New executives come in on their high horses shouting to the world that they know it all. Only to realize that their previous business cases/acumen are useless in the situation this company is in and how disillusioned its employees are. I already forgot how many vice presidents we have, but there are a lot of them.
Now, in most organizations where employees do not perform well, they are put under supervision to get them perform better. These can be trainings, guidance, or whatever method works. If the situation does not improve, they are let go. We have executives in this company that consistently miss their revenue targets for several years now. While their incompetence remains inside the company, the people who are competent and pulling their weight are being kicked out. Incompetence is being rewarded, yet competence is not? This makes absolutely no sense. Why shouldn't executives get the same treatment?
Which leads to the very core point I want to make: leadership says one thing, but later does something different. Any man, woman, child, or animal will naturally perceive this behavior as distrustful. People feel unsafe, they shut down, and lose the willingness to speak up despite (false) good will intentions of the company. I understand the employees, because backstabbing comes in many different forms, which isn't some simple tick-in-the-box-it's-not-harassment exercise... if anonymity is not guaranteed, they will not speak up.
What is the leadership's response to this? More distrustful behavior: double down on censorship, flooding job sites with false reviews, online shilling, and whatever means necessary to artificially inflate that shareholder price. I won't start on the outlandish compensations and stock options some of these executives get, despite the company's poor performance.
Actions, not words, my dear company shill. They do not align.