Thread regarding DXC Technology layoffs

I lasted a year out of loyalty to someone I used to work for. I agree with the toxic atmosphere, it's odd. If you are here for the benefits, i would suggest you find out how much you can get these for privately , not as much as you think and I would wager this isn't worth the pain of staying.

Mary Hinge: DXCs reputation in the industry right now means that nobody “fails” their probation period. If you find yourself in a dumpster fire, nobody really questions why you got out, and DXC is one huge dumpster fire…

I managed two years. It was a mistake, but I didn't want something on my CV that looked like I'd failed a probation period.

I knew it was bad when I turned up on my first day (at Kings Cross in London) and asked for my new boss, to hear a brash American voice behind me say "He's not here, we sacked him last week". That was my introduction to Mike Lawrie. Needless to say, no-one actually knew I was joining, and when my new boss worked out that I was there, turns out no equipment had been ordered, so I spent the first 5 weeks without so much as a computer.

Then my first assignment - that was joke. I'm a combination of Programme Director and Enterprise Architect, and years ago I'd managed a pan-European BI programme using Cognos. So they sent me to a client to 'lead' their BI programme. I was the only resource on the BI programme, and the only 'BI' tool was Excel. Three months later they WFR'd 80% of the team working for that client - without telling the client. The rest of us were, unsurprisingly, asked to leave.

Managed to get myself onto a couple of very good pieces of work after that, by threatening to walk out if I didn't.

But eventually, after my sixth round of "Will we or won't we make you redundant this month?", combined with the discovery that the bonus specified in my contract would never been paid, I had enough and walked out with nowhere to go. Took me precisely 3 weeks to land another role, with a much better organization featuring a great culture, more money, and more interesting work....

A company notices when new people leave, as it’s just adding cost. It’s not a cheap process to recruit people. That is why they want YOU to do the screening with a referral fee.

As I know a lot of newstarts leave DXC quickly, mostly due to the toxic atmosphere, which as a new start that you notice right away by all the sarcasm, despondency and feeling that nothing can move forward and thus realise you won’t move forward either. DXC can’t retain them for long, as it would mean addressing the same fundamental problems that they have failed to address for years. They just resign themselves to knowing it is a necessary evil and hope the flow of grads into the company keeps going.

Though grads do warn others on forums and job sites, as they rate the interviews and work environment, pros and cons of DXC’s and some are amusing to read. Well, I shouldn’t say amusing. Tragic really.

I've met professionals whom left in as little as 3 months, after joining DXC. Some went back to their previous employer. There was one who left within a month, saying: "This work environment is toxic, and in trouble. I do not want any part of it.".

DXC never recognised his own people in its so called "digital transformation". Not from inception, not now. To avoid severance payouts, like Lawrie did, is to demoralise them to the point that they will quit themselves.

Look at what that did for DXC: A workforce that does the bare minimum, grabs onto every benefit/cash/training/allowance they can, rather stay in meetings or workshops just to fill their working hours, hold it out all the way till retirement, or grab that hefty WFR paycheck that they may/may not receive.

What is there to say. The professional that left after a month of working at DXC was right.