Money generally isn't a motivating factor (but it can certainly be a demotivating one!). These basic phsyiological needs are usually expected to be met, as they can have a demorailsing effect if they are not. Already we see erosion on flex, benefits, salary, promotions, salary and policies and rules being tightened all the time.
Beyond the physiological needs, most staff tend to be motivated by job satisfaction and Job recognition. For grads, salary and career prospects tend to be high. For older people, job satisfaction, adding value to the company and Job security. Grads don't tend to have families, mortgages and kids at college and are less concerned with working conditions. They only want a year of experience to move onto the next job, if they feel there is no career prospects in front of them, then they will leave.
I witnessed grad intake at DXC. I saw grads being brought in and not assigned a mentor. They were then given a manager (often in another country) who would seldom speak to them and just give them weekly admin tasks (usually involving DXC's favourite tool: Excel). The Grads found the work unrewarding, not challenging and received little feedback or encouragement as to their performance, which they found demotivating.
I am sure its not like that everywhere. Indeed, I have seen one or two positive comments depending on the team. But generally, I noted poor levels of staff management, coaching and leadership.
The DXC managers spent more time complaining if the work of a graduate was poor, yet didn't see they had any part to play in their development, which I found surprising for a supposed new digital market leading tech company. They were not asked how the work was going and didn't seem that interested in them as people. I can only assume, that the managers themselves were not trained or were too worried for their own positions to spend time worrying about others? Could be due to the environment there, I don't know.
In balance, I saw a couple of good managers who had developed staff, delegated responsibilities and allowed them to flourish and attain excellent customer feedback but were then they were forced to get rid of them! Their attempts to argue against the reduction was met with harsh abrasive threats on their own position if they failed to make the necessary cuts. Suffice to say, they themselves left the company as they couldn't see the point of removing staff that were clearly meeting the values the company espoused.
The working environment at DXC will only continue to deteriorate. The culture, that many describe as 'toxic', has spread far and wide across the internet. HR's attempts to encourage grads to promote good things about DXC across social media, has served only to produce robotic trite comments with the same date-spans that are then derived for being fake.
A company leader that fires his leadership team every 5 minutes is a big, red, warning sign to most. The El Reg media picks up on high profile sackings and there's no end to them at DXC. The company has an autocratic governance where anyone who disagrees is quickly fired and replaced, like coke bottles in vending machine. There's no end to scapegoats upon blame for impossible targets can be apportioned. So don't expect an end to Senior churn, which serves only to have a negative effect on the culture, loss of confidence in the chair's ability to pick the right team and a culture where compliance is ensured through fear.
Whilst shareprice may be volatile, the revenue maintains consistency in continuing to fall (in common currency). The troughs are levelled through cost cutting. But the market is now getting anxious with investor confidence waning. The DXC value proposition is unclear with too many high-value partnerships seemingly not 'paying off'. Were they fully integrated into the offerings? Why is legacy and transformation still being blamed? Then stop it. There has been little payoff to all of this.
There is lack of clarity when the real returns will start to increase in line with forecasts and...lets stop for a minute...what exactly is DXC offering to its customers now? Not what it aspires to offer on its posters, but what is it actually capable of offering right now that is better than its competitors?
Find that out and build upon it, but for the love of god, stop jumping in all directions, hiring then firing staff like you are trying every possibility to find something that works.
Commoditie Service? Pure-play? Consultantancy? Digital Provider? Transformation solutions? Cloud (Hybrid/Private)? AaaS, IaaS solution provider? Business Business Re-engineering? Business advisory? Big Data and analytics mining? All or none of these things and what makes DXC so uniquely positioned to deliver them? [Discuss in your teams]