No 2017 bonus for you, HPE tells employees Thousands of employees at Hewlett Packard Enterprise will not be taking home a bonus after falling short of sales targets for fiscal 2017, The Register can reveal. HPE closed off the year ended October 31 with a 6 per cent drop in total revenue to $26.21bn. All of the major hardware units reported declines, professional …
"Then they buy the small companies where the talent went so the talent can leave again. Thus the circle completes."
If the talented employees negotiated well and are getting paid what they are worth at the small company, and the small company leadership does their job during the acquisition, the talented will be way above pay scale in the big company, but will be paid what they are worth. Then they get targeted early for any redundancy programs, and can now show going through (yet another) acquisition on their CV, which increases their value to the next small company looking to make it big that they work for.
And the circle continues.
Just capitalism working as designed, shirley?
http://www.tcm.com/mediaroom/video/186286/I-m-All-Right-Jack-Movie-Clip-Sack-Him.html
I agree that management (and sales) shouldn't get a bonus if they haven't met their sales targets.
But punishing the delivery staff because of the failure of management and sales just seems stupid - if those staff have a bonus entitlement, it should be driven by performance that they are able to influence.
This suggests that HPE's HR "professionals" don't even understand how to structure pay to drive performance. Then again, I suppose the function of HR at HPE is only for the purpose of getting rid of people.
I made this EXACT argument for over 2 years and then realised nobody wanted to actually change anything - I left!
I miss the gang I got to know, and I miss the tech I got to work with.. I do NOT miss the way the operation was managed, and that mattered enough to leave..
It's not just sales staff who don't deserve a bonus either based on our experience - two SANs ordered with a promised delivery date (6 weeks out from the order date) which was missed by 3 clear weeks. Throws our projects out of whack and puts us at risk of penalties from our customers...
That's normal for many companies. The sales droids makes delivery promises that manufacturing can't meet. Maybe the date could be met with some overtime for the shop floor but overtime has already probably been cut for manglement bonuses on cost reduction and increasing shareholder value.
My company is transitioning to this type of scheme at the moment. It used to be individual performance - so I had every incentive to work hard. Now, it's split, with the lion's share being business performance driven. And if the business part misses, NO bonus at all is paid. Not even the individual part.
In other words, I can work my butt off, but if the company misses its targets (that I had no say in setting and have no idea if are even realistic), then I get exactly as much as those who did no work at all during the year. Thus, I would then have no incentive to work hard the following year, because what's the point?. And if the bonus was paid, I would be getting a similar amount (only a small amount of individual weighting being the extra - assuming that my work is even recognised as it would have to fit into "goals") as those who don't bother to work hard. So again, I have little incentive to continue working hard. I might as well sit back and collect it regardless.
As an example of Socialism, it is quite good.
In the last 8 years I worked at HP (now HPE) I got one pay rise of 0.6% (that is not a typo) and never got a bonus payment despite personally "exceeding requirements" for 6 out of the 8 years and our group always exceeding its targets.
In the last two years that I was there I only got "meets requirements" with reasons like "You haven't done the XXXY course" (which I knew would be a waste of time) and "Your expenses were late twice" - I kid you not.
There was always a good excuse why we never got pay increases or bonuses - some were quite inventive to the extent that I sort of admired the management and HR people that came up with them.
In the last 8 years I worked at HP (now HPE) I got one pay rise of 0.6% (that is not a typo) and never got a bonus payment despite personally "exceeding requirements" for 6 out of the 8 years and our group always exceeding its targets.
more people like you need to get up and leave sooner in order to make those organisations stand up and realise they need to treat their staff better or they will leave.
I work in the IT industry, when I want a pay rise I start looking for jobs and going to interviews at a different company. Leave means they have to negotiate you back and it they value me that much they will offer more than my new employer. The trouble is that directors do work like computer logic, so you need to think in a non IT way and be aggressive/pushy as possible when it comes to pay rises. It also never hurts to keep moaning to your boss about it, (like they care about you as a mate).
Leave means they have to negotiate you back and it they value me that much they will offer more than my new employer.
Some places I've worked view that strategy as akin to terrorism and will refuse to negotiate 'on principle' (I've never been convinced they knew 'a principle' if it raided their corporate HQ with a warrant).
Similar high handedness prevents companies from rehiring people, despite how valued they were, provided they were optimistic (or desperate) enough to reapply. Only in the heady air of upper management do people get to hop back in for some 'exciting new role'.
Same here. My company set a policy last year that said they were only doing raises every 2 years. They know engineers will leave for more pay so they try to get in front of that and guilt trip you with a few brown nosing engineers who have their back and agree with them on how you should not leave for more money. I made a comment in front of a group of Engineers and management and told them, "Look, that's fine and all. But remember that Engineers are not the type of a person who can easily ask for the business. If we were, we would be selling the equipment and making all the commission." With that said, nearly all of us spend our weeks ignoring recruiter after recruiter on Linkedin. I reminded everyone in the room that while the company is only willing to increases wages every 2 years per their new policy, my understanding of economics is that inflation is constant. If you go a year without a wage increase, you are actually experiencing a wage decrease. That was my rebuttal to the guilt trip. I'm probably labeled as the problem child. At the end of the day, as a non-profit sharing employee, I know I am considered top talent.....and it is not my job to retain myself at the company to ensure highest profittability.
tbh, unless they're unable to move for whatever reasons (nearing retirement, no other work, just generally useless, lazy etc), I don't understand why people stay and moan about it. It's not like some bolt out of the blue that hasn't happened before.
Anyone that still has that loyal/company man (offended or offended-by-proxy gender hand wringers go feck yourself) ethos for this organization are either already paid too well, or just plain idiots who contribute to the problem.
On my last "Performance Review" at HP, I was told the usual "No pay increase", No Bonus". I asked my manager since I have worked for HP for XX years, always went the extra mile for the company, always exceeded requirements - "Does loyalty not count for anything?" His reply was "No, not a thing. If you don't like it leave." So I did.
tbh, unless they're unable to move for whatever reasons (nearing retirement, no other work, just generally useless, lazy etc), I don't understand why people stay and moan about it.
That's precisely the situation in New York (especially the Hudson Valley region). It isn't HPE (it's the *other* dim-witted 3-letter company), but with the bloated government bureaucracy and excessively high taxes in the state, no right-minded company wants to move here. So you stick it out with the dickwits, and keep posting your resume and applications.
Not illegal to burn just a bit dumb, defacement is an offence as the notes can still be in circulation, once burnt they obviously can't hence no offence.
The KLF burnt a million of them, no charges, previously they nailed money to a wall for an art exhibition and they were fined.
Although they burnt it in Scotland where Sterling is not legal tender so maybe they were hedging their bets.
If HP(E) would build things like they used to (i.e. quality) then they might not be seeing a loss of sales. Even the support has gotten much worse. We had a new server we bought in the last year that came with a bad RAID card. The system had a next business day warranty, but it took two weeks to get it repaired since HP didn't have the replacement parts in stock. Since then, we've been buying Dell hardware and have been very happy with the change.
A guy is walking in to the office building he works in when his boss drives up in a expensive new car.
The guy says to the boss, "nice car!"
The boss replies, "yes, and you know what, if you work really hard, put in a bunch of overtime, and do a real good job, next year, I will get another one."
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