For all of us remaining at DST and in R_ck Ch__l_no (RC) Chief Information Officer of the Financial Services Organization continue to read. RC runs his organization based on the book and movie named Money Ball. RC apparently does not know how to run his organization using his own leadership skills from his previous schooling and work experience. RC decided that he would have all his direct reports (puppets) read the book Money Ball and use this book to duplicate the way he would run his organization at DST/SS&C. For those not familiar with this book or movie it is how the Oakland A’s Major League Baseball team ran their baseball financial operations by using analytical, evidence-based & sabermetric approach. Now if you’re not a baseball fan the last time the Oakland A’s won the MLB World Series was 1989 before they used the Money Ball approach. That is 31 years ago RC. They won only one divisional series using this Money Ball method that RC is now using for his organization. RC has eliminated excellent employees by workforce reduction because he can’t meet his numbers due to him lacking in leadership skills and is oblivious to knowing the business of the organization. So, using this this method of reduction of workforce and not caring about any employee who works for his organization RC has gotten a little closer to his required profit margins. Remaining employees you may consider reading the book or watching the movie so you can be on the same playing field as RC and all his puppets especially since it is assessment time.
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Yes. But the Red Sox adopted the approach and won the Series the next year and in 3 additional times. Beane's methods were widely adopted and changed the game of baseball forever. Your dumb-f— analogy is like saying, Edison was a failure because a lightbulb burned out.
This story hasn't improved since layoffs began in Jan 2010. Execs are greedy, hypocritical, and can't wait to lay you off to either reduce head count or replace you with a cheaper worker off shore. If you stay, just do enough work to stay off a plan. Give lip service to whatever they're pushing but don't give your weekends for zero pay and don't let them stress you out. The place is a joke and you will be laid off regardless of high performance and value.
So if I get a 1 or 2 rating on my annual review I will asking if I am one of the sacrificial lambs at DST/SS&C this year. I will then watch my supervisor / manager squirm to try to not tell me the truth. If they have any ba_ls they should tell you the truth.
SS&C Bell Curve (Pathetic)
Performance Rating 5 - Bell Curve 10%
Performance Rating 4 - Bell Curve 25%
Performance Rating 3 - Bell Curve 50%
Performance Rating 2 - Bell Curve 10%
Performance Rating 1 - Bell Curve 5%
Wow they let go of 600 employees last February and upper executives and management are still not able to make there profit margins or budgets. Same old problem this company has had for years. NO RAISES coming again this year. Watch Wait and See.
Maybe someone who knows King Stone will give him a hint that RC is a total As_H_le and in over his head. He might also look at some of the puppets also. Some of them are As_H_les as well.
As the late John Lewis would say, “THIS LOOKS LIKE GOOD TROUBLE”.
SAY YOUR PIECE!
RC needs to realize how much he is loathed across the organization he has a piss poor management style! He has lost good people because of that. And what has his group really done, nothing seems to get completed
This company has gone from one of the best places to work 15 years ago to absolutely the worst place to work in the Kansas City area. The executive management cares about no one but themselves and do not care who they cut or give a rating of a 1 or a 2 so they can meet the SS&C Bell Curve. They give piss poor raises if they even give a raise. The stock options are basically worthless. The last few people they have let go since the February event have gotten no severance package. Stone will eventually k–l off DST in Kansas City. He is well on his way to doing it. Run when you can as escaping is your best option.
Typo - “this guy” not “me his guy”.
Incompetent leadership chose to hire me his guy in the first place. Leadership past and present did not and does not care about people. They care about their egos, bonuses, and stock options. It’s shameful.
The above is why many of us left in the first place. Life is too short to work for a place that doesn't value people.
SS&C Bell Curve
Performance Rating 5 - Bell Curve 10%
Performance Rating 4 - Bell Curve 25%
Performance Rating 3 - Bell Curve 50%
Performance Rating 2 - Bell Curve 10%
Performance Rating 1 - Bell Curve 5%
So management has to find ways to screw employees over to get there 15% poor performers who are not actually poor performers but the older employee with a larger salary.
This goes hand in hand with logging every second in JIRA. Management will tell you it’s to make sure resources are properly allocated across departments. But if you’ve been around long enough and know how the annual reviews work, it’s only a matter of time before they use your JIRA logs to s—erpunch you with a 2 (based on the department curve) that then clears the path to termination.
Also, if you work for this guy you have been added to a spread sheet which includes your
Name
Age (imagine that)
Salary
PTO
Job Title
Department
This is what is used to eliminate workers. Age and Salary are the main keys.
This is not new with This guy. If you are still employed in financial Services chances are it is because you were grossly underpaid compared to your colleague who was let go. Exception might be SMEs. If you have managed to get mgmt to believe you are a SME and no one else could ever possibly learn what you know, congrats to you.