Thread regarding DST Systems layoffs

Insulting Evaluation and Merit Farce Once Again

Hey Senior Management, your evaluation process is a complete joke and has been for f---king years. Now it's soooo much worse. The only people you have left are working their tails off. You've got a bunch of 4-5s but you mandate a bell curve. So I'm going to give my folks the 5's they deserve and you're going to tell me to rate them down to 3's, again.

You pay lip service to keeping teams engaged yet you keep pulling this cr-p. I always tell my reports the truth; I put you in for a 5 but was told to make it a 3. Or the real BS; you don't get a promotion because you have to have two years of 4 or 5 when I was not allowed to give anyone a 4 or 5, so no promotion, even though you've been doing the work of two people twice your level. Or the trifecta; promotion and a 1% promotion slash merit raise. It is literally unbelievable.

It's no surprise to anyone you are shedding staff like crazy. The job market is hot and this is a company run by clueless, self deluding losers. Everyone is disengaged, everyones had it.

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| 1737 views | | 9 replies (last )
Post ID: @OP+1bPrVK1O

9 replies (most recent on top)

Results are in, if you are on shore and you get more than 1% then you did really really well! If you're offshore, the most you probably got was 10%, but hey that's ok, you can walk out the door and double your salary, so certainly don't waste your time here!

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Post ID: @Uyfx+1bPrVK1O

I been here almost two decades. Two years I had 4% or above merit raise but the rest were all under 3%

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Post ID: @eilk+1bPrVK1O

"DST Systems" associates need to realize that tiny raises are nothing new. In the 1980's they were tiny. This unspoken corporate rule of tiny raises is the direct result of the upper management of DST implementing it. Yes, I know you "cherish" several founders and leaders of DST, who are household names around Kansas City civic circles. However they dictated and insisted on your tiny raise while they raked in millions in options, performance based compensation and other benefits like cars, trips to Colorado for meetings etc. Yes its the very top that made sure the very bottom got tiny raises.

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Post ID: @5mjo+1bPrVK1O

My boss told me there always have to be 1s and 2s and that's just how it is. I am now a 2 no matter what I do some how always fall short. But yet here I sit pecking away and doing my job. So 1s and 2s still exist. It also means no merit increase bit the 11 cents is more insulting than nothing if I'm being completely honest.

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Post ID: @2pgm+1bPrVK1O

I was told that no matter how good of a job I did, I could only get a 3 or possibly a 4 but never a 5. What kind of incentive is this? We worked hard and sometimes excessively for the betterment of the company and customers.

If you are not fairly judged on your skill snd effort, why even try. Just be honest about what you are doing snd skip the evaluations.

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Post ID: @2xqe+1bPrVK1O

The only employees left are 3, 4's and 5's. They got rid of the 1's and 2's 13 years ago. There bell curve is Bull $hit. They $u-k. Yes the market is hot so jump and get out of that $hit ho-e.

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Post ID: @2dxb+1bPrVK1O

Lol your not wrong, it's called the "dead sea effect" but in reality it started a decade ago! OPs 4/5s are in reality 2/3s:

http://brucefwebster.com/2008/04/11/the-wetware-crisis-the-dead-sea-effect/

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Post ID: @cct+1bPrVK1O

I had a Manager that ranked me as a trainee years ago longer than anyone else who joined the dept. Even though I had much more prior industry experience. Yet while I was a trainee, my responsibilities were to train all new staff coming into the department on the entire system, produce training materials and document the system. But karma comes around! When I would see his Boss, and he asked me how things were going, I would say GREAT, except my manager keeps spouting off how much he hates you and I am tired of hearing it, what did you do to him? Revenge is sweet when its never discovered!

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Post ID: @noe+1bPrVK1O

I know 3 talented folks that gave their resignation in the last 48 hours. Truthfully, you will be left with the 3-2-1's - the real 4's and 5's are walking or have already left. The bell curve thing is d-mb - old thinking for an old company.

Everyone that has left seems to have this 'ah ha' moment about a week afterwards - of relief - ss&c is just not that great of a place, and for all the 'we love our people' they don't demonstrate it at all. Leadership is about inspiring people. I'd say the folks @ the top don't focus on that at all.

Everything is better "outside" of SSC.

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Post ID: @laz+1bPrVK1O

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