Thread regarding DXC Technology layoffs

@catw more or less confirms what we all knew. The Appraisal system was just b---s---, and most of the time not related to performance of any individual. Though in the early days of EDS, (1990’s for me) one did at least feel valued, respected and trusted so it sort of worked anyway. It all changed about 2009/10 when the b---s--- started within HP.

I am an ex-senior manager at DXC (left last year on VR when I decided that my blood pressure and work-life balance were more important than Mikey) and I can categorically confirm that the infamous "Bell-Curve" was alive and kicking in EDS/HPE/DXC (can't speak for CSC) throughout most of my 20-year career at the company...it might have changed names a few times, but the concept remained the same.

@XgBMdX2-bato I understand the frustration but for me it would only be worth appealing an appraisal rating IF they was going to be something worthwhile if one won, say a pay rise or bonus. A higher rating may be well-deserved but management don't care about that - it is just a box-ticking exercise to be rushed through as soon as possible.

Ah, the bell curve - I have been out of DXC for nine months - did they finally officially admit that they implement it at DXC? When I was there it was difficult to get management to confirm it.

Life's better outside DXC isn't it?

When i was there (over three years ago) in the uk i appealed 4 appraisal ratings on the bounce!!!!

My manager gave me 2, i had fantastic feedback from everyone i worked with/for including customers and as soon as it went up it came back as a 3 a partially meets !!!!

I asked my manager what i has failed to meet and she couldnt tell me.

So i followed the appeal process, asked next level manager for reasons - no response. Next level was to formally appeal and had another 'senior' manager appointed to condict the appeal. Throughout the process i followed it 100% - management missed every deadline!!!

I gave a presentation to the appeal manager and the tame hr person, presenting data which actually proved i had actually smashed my objectives, including doubling a sales target - i wasnt a sales person !!!!

Pathetically the appeal manager who worked at some sites i was, started hiding from me !!

In the end i forced the issue and won - not that it got me anything lol

They keep banging on about a bell curve for appraisal ratings - with four grades ?

And what they didnt get was you might have a 'high performing' - which they force a bell curve on -

Forget about measurement against objectives

So i had 4 years of that and won every one - but oh the stress!!!!

So glad to be out - worked with amazing people dragged down by that crazy dictator

@8mzw I’m afraid people don’t have the balls or care enough about each other or about being shafted to do that sort of thing these days. Sad but true.

@XgBMdX2-4svl: if everyone opted out of the performance appraisal process then Mikey would have a 100% chance of receiving everyone's bonus and pay rise. Oh wait - he already does receive it right now.

I got a '2' on the appraisal and was riffed 3 months later. My fault entirely for exceeding expectations. I was sent in (as an account independent) to investigate client complaints over poor SLA's and 'shoddy, untested, late deliveries'. The client was described to me as "very vocal" by an account manager who seemed very pleased to be leaving and told me that no-one was replacing him, Wonderful!

There's always two sides to every story, but within a few phone calls it was obvious there was no offshore key contacts or Business skills, just bunches of people totally unaware of what they were supposed to be doing; there was no onshore business acumen, lack of accountability; previous complaints and actions were not managed and there was no management of the contractual and regulatory requirements that were supposed to be quite stringent in that sector. It was a mess and the client had every right to complain.

Ironically myself and the team were also riffed before we could report any of this. Good job I am not a conspiracy theorist, eh? I did hear later that things did get worse and the client moved the work to a third-party to fix.

So glad to be out.

But don't think the appraisal process or rating has any meaning in that atmosphere. I am not necessarily discrediting the process of appraising staff performance and feedback, I am just saying it is not used properly in DXC. But you know that already :-)

It's funny the people on here who got WFR'd never did their appraisal, it's grim but only takes 30 minutes to complete.

@XgBMdX2-4rmd

The FPR/setting goals/performance review process is not mandatory. You are not obligated to participate. When I was unfortunate enough to be employed by DXC, I opted out of this ridiculous charade. My manger didn't give a sh@t. Less work for him I guess. Of course I got no bonus or wage rise but then neither did my colleagues who went along with the absurd pretense that the process was somehow important!

I wonder how upper management would respond if everyone opted out. Now, that would be fun :)

@XgBMdX2-4uuq: every employee of DXC is forced to drop their pants for this pointless process. However only Mikey is the perfect employee guaranteed to earn a bonus as he is the most productive person in the company whereas everyone else is a whinger.

Last year I was WFR'd by Mikey's cronies and so glad to be out of the mess.

Don't Xpect Compensation.

I wonder how many employees are m@r@nic enough to go through this pointless joke of a process yet again!

I'm guessing a fair few. Just a hunch!

SCORE: 000000 PLAYER 1 START LIVES: 003 HI:000000

Where's the tank?

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I don't do anything for the review. No raise, no bonus, why bother.

ONLY Goal for me is to have a job at year end, I put that as one of my Goals this past year as well. F-Them

"You can be the best at your job; bringing in money; be a single-point-of-failure; high-risk loss or valuable skills to the client...it matters, not a jot. Don't waste time collecting inputs (managers don't read them anyway). Don't waste any time preparing, because the least prepared person is your manager."...

your are absolutely right on this. I believe I was a single point of failure, as I was working as cloud architect (which they do not have sufficiently), specialized in SAP and Hana, getting a grip on blockchain and AI. And only had good reviews and bonusses on the deals I had worked on. And was fired last year. My manager they were just speachless as they weren't even informed of it by HR.

DXC just cares about the numbers, they look at the age (and not at what you are doing), at your salary (the higher they both are, the more likely you get WFR). At the moment they are getting lawsuits from shareholders just as they fired too much pre-sales. (I also was called by other groups who wanted to get higher management fired due the fact that there was a drop in SAP deals won after they fired several in my area although we were always with too few to do the work, and they were not able to replace the gaps with graduates - as they don;t teach this at school and you need years to get this experience - remember).

I am soooo glad I am out. It is too frustrating to work for a company that is ran by a bunch of id--ts that only look at numbers (hierarchy adjustments, number of wfr's, cost of employees) and have no idea what they are exactly doing.

Give yourselves a one across the board and make management prove you wrong .

The Appraisal process was always pointless. Even using it as a peice of paper to wipe your... is an effort. The paper was only used for legal reasons for the 'get-a-4-and-you're-out-the-door'. But even that doesn't matter now, as you will be riffed anyway.

You can be the best at your job; bringing in money; be a single-point-of-failure; high-risk loss or valuable skills to the client...it matters, not a jot. Don't waste time collecting inputs (managers don't read them anyway). Don't waste any time preparing, because the least prepared person is your manager. Just don't waste any time on the process. Because you and your manager both know it is pointless. Everyone knows its pointless.

I work for another firm now, who don't make a big thing of appraisals. They do them, but it's a quick thing and minimal admin. But they are strong on motivation and love the regular diary 30 min weekly meetings just to talk about you, development support they can offer and blockers they can remove and give you feedback on what they witnessed and any advice on how to do it better next time or evern offer praise if they liked what you did. Seems a far more effective method to me. Although, I can't see that would work in DXC, as most folks don't know who their manager is or have ever spoken to them and only get to hear of their name at appraisal time.

The continuous messages to get the annual appraisals done might be due to the WFR announcement that will associate with the Q3FY18 earnings annoucment on Feb 7. Who waste any effort when they know they are about to get let go.

Appraisal - pointless, b---s--- exercise, guaranteed to cause stress, with zero reward.

If any shareholders are reading this here's a little hint for you...

Imagine what an engaged and enthusiastic workforce could do for DXC. Imagine when 130,000 people actually cared about their job and made new ideas and were keen to do it.

At the moment everyone does the bare minimum and as is heading for the door at the end of their shift as the hands on the clock tick round.

The company gives NOTHING to us, not even able to give you an appraisal that says you have done an excellent job (and I mean just words). Those words cost nothing, but you still won't get them.

As such nobody gives a damn.

Try feeding that back next time you have the opportunity to ask the board why your investment s---s so much.

Don't waste your time on this farce. I will not engage in this process at all - its a complete waste of effort for you and your line manager.

After all their internal questionares , and negative feed back from here, and other external web sites , you would think that someone with a microbe of intelligence in that company would get the idea that they are f’ing up gloriously .

But you would have to have someone with a microbe if intelligence for that . Hence , the insane habit of repeating the same BS on a yearly basis and not changing the outlook ..

Take a hint DXC : you treat your staff like scum and everyone knows it . Everyone in this professional industry knows it . Your clients know it .

And for such an organization to think they can evaluate others , when they can’t even recognize their own faults , is dillusional .

All the buzz words and BS propaganda that DXC spews out of its organization , can not save itself from its inevitable demise .

Your true Goal is not to pick up or correct the slack of the company you work for . Pawning that responsibility off to the general employee is a joke .

They own this . Through and through .

Goal

INEXPENSIVE INCAPABLE INCONSISTENT WORKFORCE

Build and maintain an incapable team of cheap resource, through riffing, rotating between conflicting instructions, no training, intimidation, threats and responsibility overload to attain stress levels beyond recognition and thus maximise unethical behaviour to satisfy increasing greed of the top tier by March 2020.

LOL... true for everyone. Even my manager (in India) does not understand what goal he sets for me. Just does the cut-paste job :-). I just keep reading it again and again and wonder - do I need to do all these ???

Don’t bother, you won’t get anything. It’s only so your manager can put a tick in his/her box, so they get the pay rise!

One week's pay is more than what I've gotten in the last 5+ years.

Company is not really sure of what its doing. The management are like blind people groping in the dark, hoping that the endless problems that they started get fixed.

The FPR/ performance review is now a meaningless exercise. To get a proper FPR one must raise a HR case, so that your data is looked into.

In anycase it has been declared that there are no salary hikes, only bonus (equal to a week's pay at max).

So dont expect a million dollars ☺️