I don't expect a pay raise because I'm sure it won't happen. I came to terms with that.
Still, I wonder, is it possible that this company can’t pay raises to employees who deserve even more than that? Can anyone give a logical explanation from the financial side? Is the company in such a state that it is impossible to expect raises or is it just a matter of people at the top being greedy?
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"At a time when employment is precarious, the global economy in pieces, still almost one in five chose to take a chance elsewhere."
Absolutely agree! Glad to be part of that 1 in 5 and it's the best decision I've ever made, even in the midst of a pandemic!
Let’s be honest. The majority of workers here are clueless. Sometimes i think they hire people from the local homeless shelter. Lowest quality of worker I’ve ever seen.
Well, perhaps they should give raises if during the year of a global pandemic they have a voluntary attrition rate of just over 19%. At a time when employment is precarious, the global economy in pieces, still almost one in five chose to take a chance elsewhere.
That cannot be perceived as a great reflection of the business and is published in a sustainability report for potential investors to read.
That level of voluntary attrition represents uncontrolled risk, not just bad optics, to the business on a large scale and is not the same as wfr, which in theory represents head count reduction the business needs in precise places (I'm not saying it has been but in theory)
We all know what constantly vanishing colleagues does to all of our abilities to work and as it goes on the cycle just increases.
The company needs not just raw skills, it needs people familiar with processes and with networks of people. The familiarity and the integration takes a long time to occur, arguably even longer now we don't see each other any more.
It's a catastrophe and I'm sure they know it but just can't bring themselves to stem the bleeding.
The dam truth, why should the company give pay raises? There is no reason as people like me and you stay and work our butts off without one, We with me, I haven't worked over 40 hours aa week this year and I am cutting down what I do each week. I am almost doing nothing now and guess what my pay check keeps coming, the managers are clueless
Rumours go that 3 categories get an increase: the useful id--ts, louzy sales and incompetent practice partners.
I left DXC UK at 55+ earlier in year - no payoff or VR - just resigned. The new role is significantly better in terms of pay. It took me two years to land the new job, its not easy. I made a plan, kept current and most importantly - kept talking. The answer does not lie in these boards, other upset colleagues or crafting the immaculate CV!
We're all smart 🔐 experts, form views about the future risks/market and express them! Be yourself, but be prepared to move sideways a little as your perfect job does not exist! You can land a role and then morph it closer to ideal - if your smart!
I'm an old fu-k who's forgotten more than he can remember ☺ so anyone can do the same. Decide today! Hang on for that pay off, VR, pay rise or start making a plan!
Listen to what the CEO says.... there will be no across the company raises, only the high performers will possibly get a "pay review" (which is not a raise, its the possibility of one). Even then, the money comes to people only when the company is "profitable".
Sounds simple, but my questions are:
1) Why do appraisal ratings seem to be getting stomped (unless its to supress raises)
2) What is the metric we use to determine "profitable"
3) Why can't we be told what the company perceives a person's current pay to be vs their opinion of market rate.
If you want to use pay as an incentive (and why wouldn't you, its how the board work) then you need to have a clear cut set of objectives (like the board do)
Something like:
1) To warrant a review, your specific measurable goals are x, y,z
2) The company is profitable if we achieve something specific - eps, share price, revenue (and these are the same targets that board level payouts are triggered by)
3) Your salary is currently X, the company thinks your highest potential for this FY is Y. A raise could take you to somewhere between X and Y if conditions 1 and 2 are met.
Easy and I think if it was clear cut like that we'd all be motivated to get more money.
If you keep quiet, you'll never get a raise, there''s no need to do so.
Raises are regularly given to those who threaten to leave , or favorites of senior management
You are neither