DXC Technology Compagnie réclamée
DXC Technology is a Fortune 500 global IT services leader. Our more than 130,000 people in 70-plus countries are entrusted by our customers to deliver what matters most. We use the power of technology to deliver mission critical IT services that drive business impact. DXC is an employer of choice with strong values, and fosters a culture of inclusion, belonging and corporate citizenship. We are DXC. Lire la suite
I like the people I work with. My teams add value. Too much chaos coming from the top. Decisions with no explanation of expected outcome or concern of consequences. Broken internal systems. Executive disruption drains productivity. inadequate compensation. High teamwork to overcome problems.
Décrivez brièvement votre expérience globale dans votre entreprise.
Chaotic - too much time spent on inconsistencies, working around blockers and fixing bad data.
Qu’est-ce qui vous plaît le plus dans l’équipe de direction?
The are talking to the employees
Qu'amélioreriez-vous dans le procédé d’entretien de votre entreprise?
Look for talent rather than bodies.
Qu’est-ce qui vous plaît le plus dans l’équipe de direction?
Teamwork and in most cases they will listen to reason.
Quelles sont les meilleures choses à propos de votre équipe?
Teamwork, creativity, innovation. Excel in the face of adversity.
Quelles sont les meilleures choses à propos de votre équipe?
High performing. Positive and produces results despite challenges within the company.
Qu’est-ce qui est le plus positif à propos de la culture et de l’environnement de votre entreprise?
Teamwork and Customer Satisfaction focus of employees. Employees, not executives.
Qu’est-ce que vos collègues doivent améliorer et comment pouvez-vous mieux travailler ensemble?
My immediate team is very effective and produces results.
Que faut-il changer pour améliorer la culture de l’entreprise?
More meaningful and effective communication - really, on how leaders and people are supposed to run the business. Simple internal processes. Accurate business data. Consistency in process, systems, data,...
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Consistent approach to compensation and simple formula aligned to goals for bonus. Not yet achieved consistent compensation process. Executives in past would deny bonus even though goals and metrics were clearly met.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Communicate effectively up and down the management hierarchy. Upper management is leaving Middle Management hanging instead of involving them in change. Middle Management are the ones dealing with all the bad parts of the company.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Spend too much time fighting internal processes and procedures. Simplify and have consistency. Too many internal processes are being developed by people who have no clue in how things should work or how what they have implemented makes a mess of things.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Goals without tangible direction and not willing to pay for talent. Goals are too high level and while strategy is changing there is no direct communication about how or what is expected. Internal systems are still a mess which enable bad decisions. compensation not aligned to market.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Regular and fair compensation reviews. I think CEO and CHRO think all has been done but there is a class of employees in some regions who have had compensation reviews in 5-10 years. These are more senior workers who in many cases are keeping the lights on and fixing problems behind the scenes.
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