Thread regarding DXC Technology layoffs

Press your manager about what evidence was used to determine that the ones that were not exceeded when you are doing your work and the guy who got layed off.

Amusing to see the w@nky rating named as "meets all and exceeded some expectations". Which expectations were not exceeded? A better way to express this is "marginally above average" or similar.

@TBSIDNN-5dps lol. You are on point! I'm glad i don't work at this s|-|itty company anymore.

so did I, but still no raises for 5 plus years... Not sure why the even do reviews it really means nothing...

I was a team leader in DXC and was ordered by my manager to downgrade the appraisal ratings for several employees so that they would fit the bell curve better. The official line was "there is no bell curve". Also know of other team leaders ordered to do the same. Glad I'm out.

Well I so very very proud to have got "meets all and exceeded some expectations" and I'm over 40! It gives me a warm glow to know that my hard work has been appreciated. Sadly though I did not get a bonus or a salary increase. However, so long as I've helped make Mikey and his cronies that bit richer, what else do I need? Knowing that they are taking the piss right out of me gives me such a nice fuzzy feeling all over. There is nothing I strive for more than busting my gut to make rich f@ckers richer and getting absolutely no thanks for it. I'm so privileged to work for such a lovely company like DXC. I should be thankful that they have acknowledged the work I do for the company by giving me a meaningless appraisal label and they haven't kicked me out of the door. They sure have their finger on the pulse when it comes to morale boosting and employee motivational gestures.

I was thinking that maybe I should volunteer to take a drop in salary just so that DXC could save a little bit more money and line the greedy upper management's pockets that little bit more! After all I should feel honored that DXC still wish to employ me at my age.

The motivation to work hard is that Mikey will pocket the fruits of your effort. Great motivation to stay at DXC!

I have always received exceeds all expectations. This is the first time I received meets all and exceeded some. Despite working multiple roles, creating automation via scripts, glowing feedback from the customer, etc. I have never worked harder than this past year and I just keep getting slapped in the face. I have asked multiple times to have my manager submit a requeston my behalf to receive a 5% raise or bonus. I was told no one is getting a raise and that he never got a raise ever. What's the motivation to keep working hard?

One positive outcome of the FPR process is that it provides employees with a warm and fuzzy impression that their bosses really care about employees. Total bollucks. On the other hand managers achieve one of their KPIs (people management oxymoron) for doing f--- all.

@TBSIDNN-1jxd that would be a good plan, however probably impossible.

I don't know about anyone else, but the "spans and layers" management purge has left me with a boss who doesn't have time to deal with anything. She can't even get all of her team's pointless appraisals done.

Might as well purge her to be honest, it would be a mercy killing.

We could probably replace her with a VBA script in O365.

But yes, its time this appraisal rubbish was sent to the dustbin.

They must spend millions on that useless, paper exercise! It's not even transactional anymore as there is no merit to tie it to. Rating people on stale competencies doesn't give the true value of a person anyway. Why look back at what someone did a year ago? "here is what you should have done last June". Come on!

Why not adopt the more forward looking, regular, collaborative coaching and constructive feedback mechanisms, like GE, accenture, google, adobe, gap, Eli Lilly companies have done? You don't need bits of paper. They just give people accountability together with monthly, collaborative, constructive feedback to improve their skills now. They focus on what you are doing right and how to get stronger in yoru contribution.

I suppose that wouldn't work in DXC as many haven't met their boss and most DXC bosses are not leaders or coaches There are no assigned local mentors and no-one knows what anyone does anyway. So, its all a mute point, because - as we know - DXC is not serious about developing its staff. Their commodity approach to staff utilisation means they don't need to waste time "developing" or "training", no - they just 'hire 'n' fire' to meet short-term demand. That's the model they are aiming for. So why bother with the appraisal mechanism at all? Who is it serving?

Scores haven’t meant anything for more than a decade, that’s when fairness, payrises and bonus payments sharing with employees went out of the window. Thank the lord I’m out of the whole farce of peer reviews and yearly reports!

I guess a lot of former ES people here.... what you describe is how CSC's appraisal process worked previously.

Its pointless rubbish.

To be perfectly honest, if it wasn't for the fact that Mikey's squeeze is HR "director" then this would have been canned as the utterly time/money wasting exercise that it truly is.

Neither the company nor the employee gets anything out of this. It doesn't help shape anything.

The WFR selection list isn't based on this at all. The list is created by the morons from McKinsey probably simply using a calculation based on your salary and age. Its nothing personal, its got nothing to do with your actual performance or value to the business.

Of course FPR is pointless, always has been always will be. The only "interesting" thing this year is that there are an even number of possible ratings, so there is no safe mid point dumping ground. So for people who still worry about FPR (fools) and get a 3 it's the end of the world.

Had a telephone appraisal and was told I had exceeded and top scored on everything. Also told it wont make any difference. Didn't even bother to open the report as it would be a waste of time. When I saw this thread I thought I would go onto workday and see what it actually said. Don't have access to it now. Who gives a sh--. Treading water until they fire me.

Nothing has changed ... leaders are too busy to deal with performance appraisal stuff for employees. In my experience none of my leaders too the process seriously as in their eyes it's all just a load of bollocks. Mikey and his girlfriend are the real performers that deserve huge bonuses and stock allocations for WFR'ing people like me.

Ha Ha the censcor machine does not like the word pen1s . LOL

Bell curve distribution is so yesterday, but DXC's performance ratings are really more like a pe--s- everyone is in the middle but hardly anyone is on the ends.

Same. Meets all exceeds some. Leader came up w an excuse not to meet with the entire team. He wrote minimal comments. Luckily took the word of those who actually know my performance for the rating. I do know a peer who was appropriately marked as Exceeds all.

Anyone who knows the correct and professional manner upon we are appraised , and then justly given merit increases for such stellar perfomances , knows that the DXC manner upon we are rated is complete BS.

The real world does NOT act in this manner. I don't know who DXC is fooling, but its not the human population.

Anyone know what the other scores are? e.g. "meets most expectations"

I can absolutely attest. There is most definitely a bell curve distribution.

I got rating 2 (achieve all and exceed some expectations). Long and nice discussion with my manager..... but no bonus... found new job last week and resigned.... time for a change

I hope you got a nice bonus and a salary increase for your hard work and loyalty?

They have always (officially) denied that there is a forced distribution despite anecdotal evidence to the contrary.

It really doesn't matter that much anyway now that rewards have been decoupled from appraisals - it is basically a box-ticking exercise.