I see someone here mentioned it.
Is it worth retraining a poor-performing manager? Or is it a waste of time? In my opinion, that won't help.
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They did manage to train some key managers in 2017 using a clicker and biscuits reward method. Some of them kept running off during breaks, but those that listened were eventually able to respond to basic commands, sit still during meetings and some could demonstrate cognitive awareness of their environment. But the majority all want to do their own thing, break through fences and not follow any consistent rules. Its like herding sheep and not worth the bother.
Not worth having / keeping current bag of managers - they so inept, bullying, nasty and poor at their job it's funny but on other side not so fun as it's dragging the company down to oblivion
The 2 in a box never worked for the majority. It was introduced by CSC following recommendations by a consultancy (could have been McKinsey). Other similar sized firms also adopted it, but many dropped it when it went out of fashion (I.e resentment from their staff)
The model was introduced it as it was believed that by removing the responsibility of the direct manager, they would remove bias and allow the individual the benefit of objectively being appraised and coached.
All it did was offload the work on other delivery managers who had no clue as to the work their assigned person did and found they had too many to appraise anyway. They only met the person once a year. Didn’t always read the appraisal inputs and arguably gave less time than the manager would have.
The DXC annual appraisal process is probably the most bureaucratic process I have seen. There are far too many characteristics and values that have to be surgically assessed (or glossed over) as the focus is always on deadlines of various paper stages. It’s such a massive and unnecessary cost driver.
The best ones I have seen out there been quite simple and even something like your main manager reviewing your PDP every month and investing 1 hour a month just to talk about you and agree short term goals works far better than those useless annual paper chases.
They are not going to waste money on training managers in a 25% attrition company, they wouldn’t see the ROI. To DXC training is throwing policies over the wall and saying ‘you are responsible for this now’.
They don’t promote, preferring fresh blood intake (who leave in 9 - 18 months anyway). They have too many managers over 40 and 50 process.
DXC does not invest in management training. I do think it ever has. CSC (the former incarnation) brought in consultancy to train the top managers once and the consultancy concluded it was the top that needed the training first! They said it in a nicer way.
Personally, I would replace the current top tier of with a bunch of those monkeys that perform basic sign language and know which button to press for goodies and throw their fa---s at staff.
Oh wait, they’ve already done that twice.
Anyone can be retrained.
The issue with managers in firms like DXC is that they are frequently techies who've been promoted to a management role with little or no support / guidance. (The no support or guidance bit is especially true at DXC).
Professional organisations have a management development programme. These usually involve promoting someone into a management role, then teaching them how to manage effectively. The true world class organisations identify candidates for management roles, and start training them to manage effectively before promoting them into management roles.
The worst organisations just promote people to management roles and hope it works. DXC, I'm looking at you.
I say get rid of the two-in-a-box management style. Your manager should be your functional manager so they know what you do day in and day out.
It's actually a consistency issue across the company. Nothing is done to try and apply things evenly.
Well I say that, there are pretty much only two things they are told to do on pain of death... Appraisals and employee survey.
Other than that they are left alone to do whatever.
Which is why the company is totally patchy and doesn't pull together.
Absolutely NOT!