“We recognise that our people are essential to DXC Technology’s $ManglenebtSPeak”
Better late than never.
Repeated redundancy programmes and the imposition of penny pinching measures can make a workforce glum, no matter how many fancy dress days a company offers: DXC Technologies might have realised this. The outsourcing provider has this week informed its grunts in the UK who don’t qualify for existing bonus schemes that one is …
"For FY18, if DXC exceeds company-wide earning before interest and taxes target "
Due to tough trading conditions, fantastic creative accounting and deliberately unachievable targets, we are 1p short of target, so you'll get fuck all. Don't worry the Directors have achieved amazingness and will still get their £1m bonus.
Love The Times Rich List Nominees
And that's exactly how it will be - they'll worm out of it any way they can as I know from recent experience.
About 14 months ago, to try and stem the increasing flow of departures, a bonus scheme was hurriedly implemented for all Business Units. If a BU met its budget a bonus would be paid to all within that BU.
Guess what? My BU drastically improved its financial performance thanks to a lot of hard work but didn't pay out because it didn't meet its budget. The response from Manglement said it all: your performance was "phenomenal" but, hey, you didn't make the target so fuck you. Two things are instructive here:
1. They didn't properly explain how the scheme worked until after the end of the performance period.
2. Despite everyone working like mad we only made 2/3 of the target because we are so under staffed we couldn't complete any more work, so didn't stand a hope in hell of meeting the target in the first place.
Needless to say that caused a lot of bad feeling so it was staggering when, a month later, we were reminded of the importance of our current project to the BU. The heat was turned up a week later when the recent closure of a team in another BU was used as motivational material i.e. get this project completed or you'll all get the sack.
I heard, "If you're not already looking for another job, you should be." I'd be surprised if that wasn't the result in 12 months at DXC - perhaps that is their ultimate intention...
They replaced the old 5 level HPE ES performance markings with 3 just prior to CSC. The new ones were "Stalled" - you're expensive expect the bullet, "Driving" - we are making money from you but will still sack you when it suits us and "Accelerating" - don't expect a payoff to go yet as you are making us a profit.
Prior to the switch I had 7 consecutive "exceeds expectations" makings, the second level down and considered as a strong perormer. After the change, despite taking more responsibility for no extra salary, I was dropped back into the middle tier pot under a new system that makes it statistically more difficult to be a "top performer".
An ethical system would say, "If you achieve A you will get £x". The system they employ doesn't. It's all about talking up airy fairy notions with no objective measure. 5% is derisory when you consider that middle managers and above are on a far better promise than that and payment doesn't even depend on their individual performance. I got an unexpected £9k in 2015 purely by my boss switching my job code on promotion.
Finally anything you do get won't be consolidated into salary so it's a one-off and bonuses are no longer pensionable so you won't even get any benefit that way. As usual this is good for the headline but the reality is 95% will get bugger all. And we all know who the 5% are.
"After the change, despite taking more responsibility for no extra salary, I was dropped back into the middle tier pot "
That's because you'd already set the expectation quite high. You can't exceed expectations if they are always expecting more. It's just a con (as you are obviously well aware).
How would you describe the ploy?
My try; whatever may be your preferred choice, they'll deny it to you, so you will see that your only left option is to comply, whatever may be the associated duration, with whatever terms they may dish out, hoping that the what and the when of when they may dish it out, might just be that option that suits you. Are they just buying time, so I will leave out of my own?
1) The EBIT target set will be hopelessly unachievable
2) From the actual policy- "Employee must have superior performance as documented in the annual performance process, including as it relates to an individual’s goals and consistent demonstration of DXC CLEAR Values. *****DXC Management’s identification of such superior performance is at its sole discretion****." - in other words there is no predefined success criteria, they can and will twist your performance review in order to meet their own targets for how much they pay out by making you not eligible... just like they always have in CSC.
I predict at the very best a small handful of people will get an absolute pittance.
Besides which, what is the point of an incentive scheme if I cannot directly contribute to it? If it was the number of widgets I made in a day, I'd work harder to make more widgets. Nothing I can do will make the EBIT higher - I'm not a salesman, I just fix broken computer systems...
"I just fix broken computers"
Take longer to fix them and your employer gets to charge more, (may need more ram or disk etc). More charge = more revenue = more pay for them and if your lucky 5% for you for increasing customer engagement leading to increased sales.
It's stupid but the worst performers seem to get the best rewards.
"It's stupid but the worst performers seem to get the best rewards."
Yep - the incompetent have to work overtime to get their job done and then get praised for working the extra hours - the competent get the job done in the normal hours and don't get rewarded!
@Blotto... if only it was that simple.
The client is on a fixed price deal. We don't get to charge any more than the agreed monthly price.
I'd be more efficient and fix them quicker if DXC would invest in what it takes to do that... like having kit that didn't need fixing in the first place.
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There was an outbreak of morale in 2016, a full investigation was carried, but no explanation was ever given - thankfully it hasn't happened again, even after free pens, rulers and a mug with the name of the fourth different company name on it since I started working there. :)
Yes 3 cheers for who ever posted this. The thought of Nick's reaction to yet another email on here is the only bright spot in yet another miserable day at DXC.
I can't decide if he's not announced the next all employee call because he's too angry or too scared. Either way I can't wait to see if he tries to tell us again that working at DXC is Fun!
When I went through these appraisals based on your ongoing 'goals and objectives' it was always your supervisors expectations that you had to live up to and where therefore subjective, but were probably based on their own 'goals and objectives', one of which I know was around cost savings, and guess what the easiest way of saving money is whilst still being able to achieve all those operational targets?
Is there one single person (apart from those just through the door with brand new Degrees) that actually believe this bullshit?
You can't even get a pen or ruler to do ones work, let alone a bloody bonus!
Maybe now there's a few quid around Nick the dick can change the sweets he throws at people, I'm sick of Jelly Tots!
The team I'm on long ago gave up with this nonsense. We make our own bonus by working less and less hours, we cover the job and look after each other, we always keep the customer happy too.
There is always more than one way to skin a cat, some weeks my hourly rate is astronomical, we play these tossers at their own game, it's the only way, just like they play us!
This comes a week after UK&I initiative...
The DXC UK&I leadership team is delighted to announce the launch of a new quarterly employee recognition initiative called—Got It Done—designed to recognize the hard work and achievements of UK&I and Israel employees.
You can nominate a colleague who has demonstrated one of the CLEAR values. The communications team have created an employee recognition committee, made of up the UKI leadership team and employees, who will assess the nominations, each quarter.
There will be three winners announced on a quarterly basis; Gold, Silver and Bronze.
It continues to astound me that Nick and his ilk don't get the message that objectives and appraisals are a worthless piece of shit. If he wants to save money, get rid of it all, and the myriad of layers of management that he employs to maintain it. The cost savings can be passed on to the staff that actually earn the money off the customers. Everyone wins, the staff are happy, they serve the needs of the customer, the customer is happy, they pay their invoices and the share holders are happy. Except the idiots that set meaningless objectives and skew the results. But they deserve what they get.
The money wasted in employee dis-engagement nonsense must be staggering. Just-leave-me-alone-to-do-my-fucking-job.
"You have been chosen to participate in the Motivational Quotient (MQ) Survey for the .... The survey will be open until September 25th, 2017. Your participation in this survey is critical to gain an understanding of the areas we're doing particularly well in and of the ones where improvements are needed."
If they feel the need to ask by survey...
And if you away for just over a week you miss the opportunity!
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