DXC Technology Empresa reivindicada
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. consulte Mais informação
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.
Brevemente descreva a sua experiência na companhia.
Chaotic - too much time spent on inconsistencies, working around blockers and fixing bad data.
O que você mais gosta nos lideres?
The are talking to the employees
O que você melhoraria na entrevista de emprego de sua companhia?
Look for talent rather than bodies.
O que você mais gosta nos lideres?
Teamwork and in most cases they will listen to reason.
Quais são algumas das melhores coisas da sua equipe?
Teamwork, creativity, innovation. Excel in the face of adversity.
Quais são algumas das melhores coisas da sua equipe?
High performing. Positive and produces results despite challenges within the company.
Qual é a coisa mais positiva da cultura e do ambiente da sua empresa?
Teamwork and Customer Satisfaction focus of employees. Employees, not executives.
No que os seus colegas poderiam melhorar e o que faria vocês trabalharem mais unidos?
My immediate team is very effective and produces results.
O que precisa melhor na cultura da empresa?
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,...
Por que você se sente desvalorizado e o que faria você se sentir melhor compensado?
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.
No que a equipe de líderes deveria melhor?
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.
O que está ruim e como pode melhorar?
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.
O que está ruim e como pode melhorar?
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.
Por que você se sente desvalorizado e o que faria você se sentir melhor compensado?
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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