Management doesn't seem to care about their employees. Are there any managers out there in this company that actually care for the employees? The few managers around me are so busy that they can't even attend their own meetings to see how everyone is doing. So where is the motivation?
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DXC
DXC (dumb–s core) is derived from making fun of sXe (straightedge) It is a clique made up of cool kids that like good music, but are a bit ditzy at times.. Well, to tell yout he truth, they are dumb–ses.
Prove the leadership cares, by giving everyone an immediate 5% across the board pay rise this month. I you can afford to pay for Mikey's WFR and Jo's severance packet in May 2020 then you can afford to pay for the 5% salary rise right now.
They will use any excuse not to pay , bunch of cheaters DXC managers who take the pay rises and screw the staff over. Even customers know staff aren't happy so order book long term is screwed and revenues will keep on declining
@1aqy+13fzcnb1 "Reviews and salary increases should have nothing to do with your division meeting their projections or not. If you exceed then you should get a salary increase."
You are correct (at least at this point in time). My division is making money hand-over-fist but we are not getting raises or bonuses because other divisions are losing money (or not making enough). This is bullsh!t!!!
This company doesn't care about its clients. They talk a good game, but don't have any idea on how to fix what Meg broke. There wasn't one CSC manager that I saw that could hold a candle to those who came from the EDS days. A lot of yes "men". HR Departments are the king's henchmen - figuring out ways to cut back on resources and benefits. Every time I see a TV ad for SHRM, I want to puke.
I bet mike and paul saleh will be taking their millions, why don't they delay them till employees get their rises, that way they have some incentive and fairness.
Today's AMS call shows that the new leadership is nothing but the same leadership in new clothes. "Merit" based increases "should" happen in 3-4 months. Well what about every single individual who has not received a pay increase in over SIX years??? Oh - and what about the bell curve reviews? Yup, those are staying in place. I remember for four years straight, I was told by my then manager that if he could, he'd rate me a 1, but was told by HR that he could not rate anyone a 1....so he had to rate me a 2 - with obviously no pay increase. F*** this place.
April huh?
Then why did the head of AMS specifically state that we would see something in 3-4 months. And that was said today. That brings us to the end of May and beginning of June time frame.
Was told that any recognition will be around the "April, May, June" time frame. it should be April as we are doing the review process now. Not May , Not June but April!
Reviews and salary increases should have nothing to do with your division meeting their projections or not. If you exceed then you should get a salary increase.
Was told that any recognition will be around the "April, May, June" timeframe. Yes, that's correct. A very high member in AMS actually said this when they were specifically asked about recognition and rewards. As someone here said. They'll just continue to kick the can down the road each quarter. It's a goddamn shame what happened to this company.
Seems the same stuff carrying over and over again - this company should be changing for better with new CEO but seems like same story. On different matter on Glassdoor and for some reason there are two entities for 'DXC' ,... One with the mixed and mostly ad reviews under 'DXC Technology' and new one 'DXC' (created a few weeks ago) mostly positive reviews - likely to be some fake ones / employees possibly putting positive ones to mask the issues within company and to keep their jobs.. If things don't improve then the overall score and CEO rating for new DXC entity on Glassdoor will slide towards mix of negative and positive again.
To ask the question is to answer it.
Exactly you don't need you because we have bionics from CSC and whatever other c-ap from EDS thrown into the soup. And DXC has it all running at Nola so go have some gumbo
Every major Enterprise account has TCS and they are working from the bottom up. How many account managers have said DXC can do whatever they do and we will do the top end projects. I have been on so many projects and so many clients that were once run by C S C or e d s and now DXC that have been taken over by TCS
You really think these rumors of DXC being acquired by TCS are just rumors
Too much Union money invested in DXC and that prevents the acquisition by a foreign company
What mangers remaining are robots performing the WFR without question. Managers are trying to keep their jobs and the hell with the resources that are keeping the customer maintained. If you’re in your mid 50’s and 25-30 years with company prepared to be WFR - they don’t care. My job was removed as my efforts were no longer needed by stating my job title was being removed from supporting the department. If you weren’t out for health reasons like FMLA they tell you on a Thursday and you’re gone on Friday otherwise DXC couldn’t release you due to federal law. Before Mike Lawrie left with his pockets dragging the ground stated in a quarterly meeting that DXC was reducing all “untrainable” resources to make the numbers and promise better so called brand deliveries. Untrainable- BS, they don’t want to train/retool employees, just make the numbers loyalty is gone from today’s workplace especially DXC. DXC can get alway with reducing the workforce as there are no job laws to prevent these type of reductions unless they have unions in some states. DXC will WFR you as a nonunion resource in a minute as they won’t go with the expense of fighting the unions so the majority of us are screwed. You will see more customers leaving as they are not stupid and can judge the support will s— as experienced resources are WFR or leave then replaced with cheap Eclaro contract resources from the Philippines. These resources will leave after a year of experience go on to further their career. You first make the call now, give yourself the advantage instead of this company.
Quit
If we don't get salary increases this year in the US, i am out of here for sure. I am a Senior Engineer and 7+ years without a raise is too much to take any longer. My review is always meets or exceeds expectation and my managers over the years expect more from m e that other people because i do more.
April is the month that either DXC comes forth or I quit without notice
The grunts, as you call them, are only too aware of this strategy. However, it's not going to work for much longer.
New Mikey has had his feet under the table for some months now, so knows he's lost a large number of skilled resources who've eventually decided to throw in the towel and leave. Of those that remain, there is a core of honest loyal employees, who are struggling with their conscience over leaving (or hoping for WFR), versus hoping they'll be recognized and be given a raise of some sort. Sorry guys, it's not going to happen.
Has he changed direction from the course charted by his predecessor? From what I see, I don't think so. Consequently, this company must be considered a lost cause.
My IT service role was outsourced to CSC back in 1999, and over the years, following an initial period of euphoria, I began to see the the writing on the wall, and realized you're part of a global organisation that is focused purely on stock price. Your ability to keep customers happy is appreciated, but as you've found out, the company is doing everything possible to milk you dry and in the end sideline you. Maybe it's time to leave, taking your dignity with you.
What was once a noble and altruistic organisation, has turned into the worst manifestation of capitalism.
I hear buzz words all day long from management about what help is coming. For me, look to the leadership that was eager to hack and slash, but now with new Mike has a new tune. Nice 180 folks.
It is always a kick the can another quarter and string the grunts along. But hey, I'm sure this year's FPRs will be different. They told us as much.