You want people to inspired, then of the CEO and NEO's take pay cuts and give the employee's pay raises. That is 1st and foremost.
Second make it easier to get work done, all these processes and procedures where people are more concerned about doting i's and crossing "T"'s than content and getting work done.
OneDXC, L-CSC and L_ES processes, get rid of them and create NEW process that is the best of both.
It IS a slap in the face!
I am an L5 technical and I got a $1000 raise, the first in 6 years. I almost feel like it was a slap in the face, honestly. My manager was so excited and proud to tell me about it, so I was gracious. My manager did say that she had no idea it was coming so someone above made the decision I guess.
The only reason they changed the name to DXC is that it's too easy to decipher the CSC acronym into truthful interpretations:
CUT STAFF CORP
CEO SMELLS CASH
CHEAP SKATE CORP
CHEAT SCAM CONNIVE
c–k S—ING COMPANY
CAN'T STAND CUSTOMERS
Its quite bloody easy to spot a manager.... they are someone with people who report to them. Its in c-appy workday ffs.
People with no reports are not managers.... like duh.
But its not that they don't know this, its just more excuses.
I have a strong idea that the CEO assumes that the levels are strongly similar, if not identical, to Accenture or the big four companies. Where 1 to 4 are the workers, and from 5 and up are managers. Unfortunately, it does not work like that at DXC.
I am an L5 non-manager and haven't received anything as yet for the previous fiscal year and if i don't receive anything or tiny bonus i will be speaking up after year on year top performance ratings. How they did not know there are quite a few L5 non managers i don't know. Would be easy thing to report out.
"Any idea if this applies to all "technical L5" or just a selected few ?"
I have not head of any Technical L5s getting an automatic raise, I am aware of a very small number who have had 'off cycle' rises over the last 12-18 months, but this relies on getting someone very high up agreeing it which seems increasingly rare.
On the MS Townhall they did say they were going to review all other employees pay, but that was in the next 12-18 months - a long time to wait for those that have not had a review for many years.
MS also said that getting promotion was a path to a payrise, personally I think that is BS, I've seen promotions with no payrise!
Mike said that the raises have been extended to some L5 along the L1-4 because apparently they discovered that some L5 were not managers but occupied technical positions. Any idea if this applies to all "technical L5" or just a selected few ?
Yes I dont understand that why do the people at the top only get shares. Are they the only people who contribute to the success of the company?
What about the rest of the people, are they not part of the company or is it one rule for some and another for the workers?
If these vast share options cant be afforded why are the gang taking them?
Do the decent think Mike's and give the staff some of what you get eg free share options it's the only ethical think you can do if your going to take millions of share options.
See https://csc.gcs-web.com/sec-filings more free stock options and the employee's get nothing. because "we need to prepare for raises". BS they had 5+ years to prepare , Give each employee 260 shares ($5,000.00) of stock that we can sell or keep right now for ZERO $0.0
READ director gets 23,200 shares of DXC stock for ZERO Dollars, that is the same as $449,555.00 . DXC has enough money get give us all salary increases, or stock options which we can sale for cash .
F the CEO and his NEO's robbing the company
Get back to work you whinging losers. You will be paid after the CEOs and NEOs have taken their cut of the cake. Your productivity fuels our pay, whereas your whinging and whining about lack of pay rises over the years counts as negative productivity which means more job cuts are inevitable.
Now where is that golf ball at the Palm Beach Golf Course?
Nothing changes and always the same - the CEO and top management team will always get the $$$$ and perks where the grunts on the ground will just get peanuts.
I am lost on why the previous disastrous CEO Lawrie ( ownership of huge 40k+ WFR) is still getting paid $millions - should have been sacked with no more numerations.
It's nearly been a year with SAL in charge and still little change / improvement in this company.
Anyone taking a $1,000,000 salary plus a ~$17,900,000 bonus by way of share options and what ever remuneration tricks he can get away with, needs to look in the mirror when saying that the company hasn't made enough profit and pay rises are limited. and why the hell are they still paying Lawrie? Hubris
What happens to companies with decadal pay reviews? Answer: old farts HANG ON and energetic youngsters MOVE ON.
DXC has created a 'fart farm' (I am one) all of their own making, Not many middle managers comprehend what 'rust' is and a lot would be lost by the concept of a cloud portal! Exec farts, have not delivered joined up tooling for operational reporting, customer reporting or pricing! Worst of all, failed to build a customer portal using a °SaaS based service (Holy Moly) since the 2016 merge. Not one word on how the above is being addressed, King canute?
A literary genius could not write this stuff :-)
These farts have off-shore resources, many of which are super clever and indeed revel in 'run op' scenario's - but no good in front of a Customer. The current instruction for customer engagement "Use L1 - L3 to reduce costs" DOH!
So what to do? Pay farts for their soft skills and customer facing experience (increase book/bill) or offer VR to prevent 'Hang On'. Re-employ local on-shores at appropriate rates (halt Red projects (all, accounts - not just top 200 that talk to analyst's)) prevent 'Move On'.
"DXC has not been effective in delivering..." words from 'the one to be respected' at past town halls, it should have been "DXC execs neglected diligence on WFR..". Execs caussed massive damage to revenue (nobody else) only royalty live with no apology or explanation!
There is no loyalty or respect given to a leader that says the cupboard is bare, but finds $$$ to award himself - despite culpability for revenue damage and before evidence of consistent quarterly improvement.
You cannot ever demand respect! If you're not prepared to chew on the pillow yourself, how would you inspire others to do so?
I think these town halls are getting better, less bull and more of what's happening but every point on which you need detail they seem to skirt the issue or are vague.
Definitely on pay rises they aren't clear that they have fixed non pay rises so we aren't clear when the next pay rise will be.
Mike sal made a lot of noise on employees so should follow up that with concrete dates for pay reviews.
I'm sure he and the gang on millions wouldn't be happy if they were not told what they were getting.
In fact they should be offering a staff share scheme if they are serious.
I was on a client call and missed the whole thing. I assume it wasn't earth shattering news and rather the same mumbojumbo we normally get on these things. Was there anything interesting shared by the top brass?
Yep @yhg+16uwJGCo agree but if company is diverting money to CEO, board and shareholders keeping Wall Street happy then they likely to say that due to the economic pandemic and other challenging market condition we need to adjust or business model going forward and this means that we need to ditch x no of employees going forward to put us into a better position - one size fits all.
Interesting to see how many X employees will get ditched once furlough schemes come to an end
I cannot believe them saying pay rises are annual. They said they need to be put into the financial plan and they will cover other people over the next 12 months plus.
Are these people serious? One of Mikey mouse pay rise and they expect everyone to be happy?
Employer of choice?
Shame so much of Mike S said some good things but they dont have a clue on employee reward and need to be think it properly and quickly.
Everyone needs a pay review in March or December every year listen loud and clear please.
Did I just hear, if were not making money we can't pay people. After EX CEO got million's , the CEO got millions . What a bunch of bull
HR survey, points above or below, who cares. GIVE US Details on what your going to do!