Thread regarding DXC Technology layoffs

Attrition may be at 24% but look, you have 630 happy employees at DXC which is enough to push DXC into the top 10. You lucky devils! Must be great working for a company that pays fairly, has a great exec team and would never leave for a 20% pay rise.

I am wondering if half these people failed the robot test but were still allowed through?

https://www.comparably.com/companies/dxc-technology/culture

Click on the retention one.

It means there's something seriously wrong with the way the company is treating its staff if so many left, so many more are unhappy.

Little point in sending out surveys, when everyone knows the prime issue is compensation, and the management keep trying to ignore it by asking all sorts of other questions.

Rocket 🚀 scientist not required to working it out, just pay more that's what people come in for, no different to what Vincent Bagal, or Mary Finch come in for. If it was they wouldn't be taking $5million for what they do.

Sorry to point this out but the 24% who left seem a lot smarter than the 76% who stayed behind in this ugly morass

D: @6syf+1cESlmOX To Funny employment contract. We in the US don't have such things, at least not in the state I am from. Right to hire and fire anytime without cause. The three major common law exceptions are public policy, implied contract, and implied covenant of good faith. The at-will presumption is strong, however, and it can be difficult for an employee to prove that his circumstances fall within one of the exceptions.

@4qpp+1cESlmOX - I would definitely a) do the bare minimum b) don't do overtime c) don't do weekend d) save your energy, spruce your CV ready and move away from DXC. If you do pick up 2nd job whilst at DXC - likely to be sacked for moonlighting on the job and likely to be clause in your employment contract which forbays this.

In the UK the government has just announced a tax hike so pretty much cuts outs the piddly pay rise awarded under Mike 2.

On top of this inflation is rocketing the price of everything, and the pay rise didn't include anything inflation or "coal" cost of living rise to staff which Mike said he charges the customers. So as usual we get an annual pay cut.

The brown nose management have cut all the overtime also to make themselves get the bonuses. So another cut in income.

Unless there's going to be some adjustment as I'm bieng squeezed though all angles I'm going to have to look a for a 2nd job or leave for a company that gives a fair pay for the job.

Sad way to treat your employees.

If you look into it why are so many people jumping out.

1) The main reason is pay - this has not been addressed after 2 years of M2. M2 is saying you got a small rise so I've addressed it but it's nothing. He missed his chanced to give a fair rise, other companies In the industry are giving much better, so from a employee point of view his just pretty much continuing same as M1.

He said in the talk "if i had the whole money in the world gang I would give it to you" so why has he given it to the Accenture reject "A" gang who have got eg 50% plus on millions so there's no comparison or justice. He says there's a queue of people waiting to join DXC, I'm sure there is as his paying some of his mates millions so they will want to get on the party wagon.

2) The middle management layers because there so many of them make it a difficult environment to work for, they create non value unnecessary tasks, they micromanage, they build towers and empires. This ensures you work for the little empire not for DXC.

So sending a survey out doesn't mean anything as the employees have already told him numerous times and can be seen by number of questions on the town hall the most important thing is pay, and when his challenged about it he gets agitated.

So if he doesn't address the issue what is the point of surveys, and the result we see is people voting to leave.

He pays much higher for new external staff recruited so Maybe they will be happier, but it means he will have done a much higher pay raise backdoor.

In effect his saying the way to get a pay raise is to leave.

So M2 why not just give the existing staff what they deserve? A announcement needs to be made that its recognised the pay review wasn't sufficient and to address it.

I'd have to go back and listen again to what m2 said but he quoted both 24% and then a much lower number that he then said was less than a whole load of competitors numbers...

I suspect he's cherry picking some narrow time frame for the low numbers vs annual numbers for the competition. Maybe July dxc figures, when everyone is on holiday and not leaving...

All I can say is that my view on the ground is that while wfr seems to have abated, voluntary exit is accelerating to the point at which it feels like a faster decline than m1's peak bloodbath.

This is uncontrolled skill loss. If you want to be charitable to m1, every wfr was a considered strategic choice of the company (lololol) but people just quitting isn't.

Thats a dangerous situation for the company and runs counter to the narrative of a happy engaged workforce. Bad optics and bad reality.

A turnover rate of one in four is astounding, for an industry in which the skilled employee is supposed to be a critical asset. I suppose if nothing else, it lets everyone see, in plain light of day, what this company has become.

I do know some really good people who have been in the company a long time and are staying purely because they are very near retirement, so it's a simple calculation of doing one's time and trickling along, smiling nicely, and doing the minimum. However in the vast majority of cases, the longer you stay with DXC, the more it marks you out as someone who isn't up-to-scratch.
You know those town halls where they say "congratulations to this person who has been at the company 15 years" and you just think how awful, imagine having so little self-esteem, transferrable skills or ambition that you'd stay in a toxic work environment for that long. DXC is the abusive partner who's telling you that you're the one at fault. Time to resign and move to another company that genuinely cares about its employees and customers, and isn't just a con job by millionaire execs who couldn't spell IT.

Only in the sense that as DXC do not have any defined process flows, that they become reliant on the information in people’s heads which is not being transferred or knowledge retained with the churn. The costs of leaving can be anywhere between 120%-200% of the individual’s salary, plus the effect it has on the team having to pick up their work which affects productivity and morale.

Yes,, maybe it doesn’t matter to the senior team or more likely, that they have no understanding of how to control it. However, it will be very noticeable to the clients who will see an inconsistent service as a result and find themselves having to repeat their complaints.

@1scg+1cESlmOX, The talent is mostly gone now, surely? DXC is more the Amazon Warehouse of staffing & turnover now: so long as enough warm bodies come in to replace the cold ones going out, who cares what the turnover is?

These middle management clowns only protect their own job. In their mind all other employees are not key/critical/worth retaining as they are the only heroes in the entire universe. However, these bonobos do not sell, do not deliver, do not develop and are not billable either. They are completely invisible and are to be eliminated rather than worshipped.

Replay the town hallits on there

When did he say that?

7-8% is normal attrition, but once it gets to 11% then companies start worrying as they are losing valuable skills drain.

It's simple Mary it doesn't need complex job family structures, banding reviews, benchmarking and all the other so called tasks that have apparently been ongoing for 2 years with no outputs so far.

Simple formula if you've been at the company since its inception you get a 10% retention bonus in the October pay packet.

Nothing complex, easy to do, and will steady the ship for those deserving folks who have contributed during the diffcult covid times maintaining services.

Please inform payroll ASAP.