Thread regarding DXC Technology layoffs

Goal rating is used for WRF lists , heard it from my managers, they said they wouldn’t repeat that in writing but it’s true I guess. But so what , even people that I know that were the best at what they did were RiFF’ed

Wrists company ever, no direction, no progress, no Doing it right the 1st time (LOL. See what I mean)

Goal rating is used for WRF lists , heard it from my managers, they said they wouldn’t repeat that in writing but it’s true I guess. But so what , even people that I know that were the best at what they did were RiFF’ed

Wrists company ever, no direction, no progress, no doung it right the 1st time

Hah! The reply software on Layoff automatically edits mildly offensive words like "id--t"... I never realised that.

Actually I did once edit mine cos they were written by an id--t. No one seemed to notice. Says all you need to know about the importance of "goals" in DXC.

Reminds me that I need to register for all the time wasting "mandatory" training that achieves nothing. Thinking of that BS known as Spartans from a few years back that was a total waste of time, but my manager received kudos for ensuring that all their staff completed it.

While I agree with the sentiment on avoiding these stupid "mandatory" courses, be careful because refusal to do them in a timely manner can be used against you - a disciplinary mark against your name could mean you're fired rather than a WFR payout (even a small WFR payout is better than just being fired). I have noticed in recent months "warnings" that you'll no longer be reminded about imminent deadlines to complete these sorts of tasks, you'll just get the "bad mark" if you don't complete them on time.

I'm not going to be doing any of the Mandatory Corporate "bull"anymore. I will do what I need to do for our customers but no more for the DXCs management team who's only sole purpose seems to be polishing t–ds and playing Russian roulette with their teams.

I have auto delete rules for those. I'm not filling out a dang thing. And no one will care that I didn't.

"Please note, due to conflicting business priorities, you now have until June 28 to input your FY20 goals into Workday."

1) due to so many management layoffs, employees are still assigned to the fired managers; therefore, the new managers are unable to assign objectives to the underlings

2) we are so busy firing workers that managers are scrambling to see who they can keep, and don't have time to deal with meaningless objectives

I have a goal to be employed at or above my current salary by 3/31/2020 , I add one like that to each of my yearly goals , so far I am made it. Never above my salary but at least a job with income, benefits for now.

I am looking , but being over 60 years old doesn't help when you don't want to travel, don't want to be on call 24 by 7 and need over $80.000 US dollars a year in Salary.

Bit I am getting closer to the day when I tell my managers that I won't take this sh*t anymore and just walk away and NEVER have to look back. Retirement isn't that far away

I have know of employees who have created personal goals to be WFR'd. At least it raises a flag with management.

To contribute to the global cost reduction program through actively seeking new opportunities to work with professional organisations with enhanced remuneration and visible ethics.

To consolidate and extend periods of down-time and ineffective activity into a core offering in order to reduce the impact of failure and avoid assignment to under-resourced projects associated with a high risk of failure, thus avoiding undue personal impact on my time and stress.

Proactively seek at least 4 work opportunities per month on similar roles in the market place through linked-in, online agencies and contacts to enable a seamless transition from a declining legacy service offering into a expanding professional services or service provider organisation to enable my own growth agenda, improving my self-esteem and earning respect, gratitude and appreciation for my skill-set.

Improve my connectivity and communication skills through reserving a small daily allowance of time to review and contribute to online forums such as 'thelayoff.com' in order to share my opinions, ideas and acquired rumours so that I am aware of company direction and business changes to enable be to be fully aware prepared for the impact of future business reductions upon myself and my team.

Ensure my time sheets are completed each day in order to show that I am through to the next round.

And what is the point updating goals when we are going through redundancies at the moment. This is just to thick the box it is done and nothing more.

What a joke! Every year they give you your goals on a spreadsheet, you copy and paste them into a web form and then you never hear anything about them again.

You have no input into the goals and half of them don't even relate to your job. If they wanted to stop wasting money, maybe stop this ridiculous practice.

Why worry about completing the goals anyhow? The year will go by and like every year that passes you can get a great review and still get a big ZERO for compensation for having the ability to polish and t–d (DXC). Don't complete by the deadline only side affect is that the poor manager's wont reach their goal and may affect their bonuses...and yes management get bonuses why else would that take the c-ap job/company and keep working there, because they enjoy the abuse?

@ZBvQYBb-tzb join the club, I have not had a real manager since the merger, so all of DXC's existence.

I couldn't even acknowledge in Workday that I agreed or disagreed with my performance review. My people manager said that when the previous people manager left (was fired), the employees assigned to her were not reassigned in Workday. I don't even have an email of the corporate goals to respond or add to. I guess I won't have my goals done by June 21.