Why is DXC letting top people walk out the door without a fight? I’m not just talking about layoffs but folks leaving for competitors and getting zero pushback. No raises, no incentives, nothing. What's the plan for the future if this is how things are being done?
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@am I retired in 2023. I was part of CSC when it merged with HPE and rebranded to DXC. I figured it stood for "Don't eXpect Compensation" (or, since everything possible was pushed to India, "Don't eXpect Competence".
The should just email a click here to be laid off. Here's our offer. Forget protected terms. It is what it is - I think half the company would just click it and could be gone by this afternoon. That would save millions! The clients wouldn't notice. They are still blocked by the process of even requesting we quote for work!
@1tt Top talent don't stay! not only is it doing their career damage being associated with the company, but their own personal brand is suffering. If interested in a career with achievement financially, professionally and personally - this is not the company for you. will someone please turn off the lights if last out.
Top talent and DXC, come on we are joking right? We are here just collecting a mediocre salary and waiting for the package.
We tell the staff that our management won't negotiate. We tell our management the staff aren't interested in negotiating now they've quit. And more the point I told my management this would happen. I'm not about to prove myself wrong! And the sooner we have no staff the sooner we all get redundancy right!?
Top talent leaves because they can. DXC does not put up a fight because they would rather not pay what it takes to keep them. It’s simple math.
Why would anyone stay at DXC if they had any other option?
Is DXC a sinking ship, or just a sleepy caretaker?
Right now it feels like clients are stuck with us mainly because we hold the keys to their legacy systems. They don’t actually want those systems changed — but everyone knows they’ll be replaced eventually. When that happens, it’s unlikely DXC will be the one doing the work or providing the support. Our competitors can already do it faster, better, and probably cheaper.
So the real question is: how long can this situation last?
Is it better to walk away now and protect your sanity, or wait it out and hope for a payoff? Personally, I don’t believe DXC is capable of a genuine transformation. The workforce is deeply demoralised, and past experience shows that DXC’s promises can’t be relied on. Once they’ve got what they want, agreements tend to be forgotten overnight.
Top talent. You must be joking right?
Why? Erm...could be any one or all of these:
- Cost-cutting has long overtaken capability-building. It is not a company of 'how do we grow' it is one of 'how do we reduce cost fast enough to satisfy the market'.
- Accenture: strong balance sheet, high margins
- TCS: extremely stable, cash‑rich
- Atos: stressed but still investing in core capabilities
- DXC: long‑term revenue decline, investor pressure, cost‑cutting cycles
They think they can hire cheaper. But lost institutional memory, client trust, technical ability - the ones who glue it all together and prevent fires before they start. But, given the management are so disconnected from the work, they don't feel the loss.
They expect the remaining staff to absorb the load. This is the silent strategy of let the senior people walk, put the responsibilities on who is left, avoid backfilling, claim 'efficiency gains' to investors. [Short-term survival dressed up as transformation]
They're preparing for a sale or merger. acquisition, break-up, divestiture, major restructuring. A company that is happy to lose top talent without counter offer, no retention efforts, leadership disengagement and 34 quarters of decline and morale collapse is a company preparing itself for sale. Retaining expensive staff is a low priority.
- Accenture: retention is a competitive we-pon.
- TCS: retention is built into the culture and delivery model.
- Atos: even in a crisis they fight to keep people.
- DXC: Attrition is used as a cost reduction tool. You can't deliver transformation when the people who know HOW to deliver it keep walking out the door.
- Leadership believes the brand will retain people by default. "People won't leave, they need us". No, they will leave and have been doing. Talent drain becomes impossible to ignore. No firm should be 'happy to lose good people'. DXC's brand is not as strong as the Accenture, ATOS and TCS's of this world.
- Accenture = premium partner
- TCS = reliable industrial powerhouse
- Atos = specialised European integrator
- DXC = legacy IT operator
- There is no long-term plan - just quarterly survival. Even Atos, despite its own turmoil, is still more strategically coherent than DXC with stronger specialisation [DXC is broader, but shallower]. Atos knows what it wants to be, whereas DXC has spent years trying to define itself.
Once someone decides to leave, its best to just let them go. All the bad things people say on this site about the company and you think a few thousand dollars would keep them!
Top talent is leaving, yes. Unfortunate. Look at Selamb Mary etc.
There is nothing like Top talent here in DXC. Remember if a person even has minimum skills, they will leave immediately and not work for this firm. Everyone here is just ki-ling time and waiting to be shown the door.
Doomed Existence Corporation?
Skilled, technical, experienced FTE's are two a penny, easily replaceable.....
At least that is what DXC management belive. When those skills are gone out the door, they're gone.
As someone else said, they dont value experienced technical specialists.
If you've found another job you'd be mad to accept whatever cr-p counter offer (if any) dxc offered you.
Everyone must know that's a one off tiny bump and then you are back to no raises, no promotion. Probably even marked on some dark hr system as definitely getting nothing forever as well.
If you've got a job offer, take it, go. Get out of this he-l hole.
Some great technical people have been let go, people you cannot replace in the market easily.
They were on depressed wages and were further f overed by HR in the standardisation.
They think getting rid of a specialist with 2 grads who know nothing will solve all their problems but reality is this company falls further and customers run away realising the scam.
They dont value skilled employees, the company is finished.
They are letting people go just based on who they worked for and who brought them on. Very short sighted. We have lost so much talent. I'm lucky because the pro Accenture phase has replaced the pro IBM phase again but I know all our days are numbered. So essentially I am getting paid to look for another job while filling out timesheets and doing the bare minimum. Can't complain