Let's go everyone! The mid year farse has begun. Pointless exercise after pointless exercise. How about we spend time doing a mid year review when these useless id--ts can spend time taking care of their employees.
14 replies (most recent on top)
Whole review process is a waste of time. I wonder if they will ask you to use copilot again
@x4 Agree. It's clear what type of people we're working with. Which is why I basically refuse to do so.
@he seriously...it's fine to complain but to just be thoughtlessly misogynistic is crossing the line. Grow up.
it is a scam
They basically try to take any manager discretion out of the process. The process also fails high performing teams and in instead spreads the little they allocate across all low performing teams equally, starving high performing organizations, and driving the company further into the dirt. They force the managers to rank to the bell curve and favor lower ratings. They keep pushing down, and rankings push down further so that they can fit a formula to give the least amount of pay increase across the board. It's a terrible process with a predictable, and non-incentive, outcome - employee dissatisfaction. Then they tell themselves the data supports that they've done a good job allocating the allocated pay increase money. On a percentage basis, low cost countries see the biggest percentage pay increase and because there are so many low cost employees they can cite the tens of thousands of people who got a pay rise. But, 10%, even 25%, of a very low annual salary is still a very low number.
File a blank template document - see if anyone notices.
Just copy last years & change the date. Works every time. Spend as much time on it as the Execs think about your pay rise.
Its just big pay, holidays, hotels, Marys, Jennys, and Hollies to enjoy all the way.
All fully expensed by the employees pay rises.
And for that they achieve contraction in revenue every year and blame it on the employees for not achieving growth.
Daylight robbery.
when I first joined I thought all these comments about no salary raise or promises being not kept, like "next quarter, review in April, then in November" and so on are exaggeration or a figure of speech, but having lived that for four years I can totally say it's exactly like it goes, comes April, let's see in November, comes November, let's see in February, comes February, let's see in June. hilarious. I left
Hey dufusses, We have been playing this in CSC for ever - ruined and brought in same methodology after merging with HPES.
BTW - you think you know the game, but unfortunately you can't do a thing.
So just su-kup or duck out.
@dt you have described that perfectly.
Everyone should read that and understand this is what dxc is.
The stock is up 11.64% in a month. Give us half that in a pay rise. Oh no news just in - that's all just inflated as it's exce rise time. Then it'll be down 5% when it comes to employee rises. But I don't care - make me redundant - I am quite happy with my 0%, and between now than then will be contributing not more that 12% of my time - rounded up to be generous to them!
It does have a purpose, it keeps people hopeful of getting a raise. Its a Exec strategy.
They do that to get through the year, also make positive noises on Town Halls and other comms.
At the end of the year they say sorry we didn't get growth but the pipeline is the best we have had and we are winning new business. Definite pay rises next year and repeat the process. Strange where are these new wins and pay rises if your winning?
In the meantime the Execs take their haul every year even if there is a loss, and they have done every year for the last 10 years.
its makes no difference to the employee.
Appraisals are for managers only, to kick in the faces of those they want to leave