We've got a bunch of amazing employees at DXC, a lot of them have stuck with the company and its predecessors for more than a decade. But since we're always short-staffed, unaccepting of new ideas, and kept in the dark about everything, the top talent is leaving, and it looks like they'll keep leaving. It's like DXC is willingly letting go of the best people. I just can't see how that's going to be a good long-term strategy for us.
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The only explanation is that the DXC company should be managed in a healthy way...
Less costs due to fewer employees.
More profit through less costs.
...to attract as many buyers as possible.
The calculation did not work out for only two reasons:
- in many low-wage countries DXC is only used as a stepping stone. DXC will hire anyone as long as they don't cost anything and a year of work experience looks good on their resume.
- All the knowledge workers from the high-wage countries have been encouraged to leave the company. Due to the high employee fluctuation in the low-wage countries, knowledge is of course also constantly lost.
And that inevitably leads to poor service for the customer, which prompted them to further reduce the price when contracts were extended (poorer service = lower expenses) or to get better service from another provider.
If only Miky 2 had known all this beforehand. It's not rocket science.
Easy the strategy is to remove cost by not handing out pay rises, but keep jobs open for delivery. I’d love to see attrition rates for people that have joined recently eg attrition rates for under five years of services
"I just can't see how that's going to be a good long-term strategy for us."
This is because you mistakenly think DXC is a company that exists to serve clients. DXC actually exists to transfer as much wealth from clients through to the top execs for as long as possible until the edifice collapses.