Take all the bonuses away from M4 and above.
Make all M4 and above take a 3% pay cut.
Give all M3 and below a minimum of a 5% raise.
Then we will believe that you truly understand we are the most important assets the company has and that we need to be compensated.
18 replies (most recent on top)
@wh you are clearly in sales … and likely sales leadership. No accountability. You just want to get paid and point the finger at literally everyone else. Good luck.
OpenText needs to do these 8 things to survive:
- Finish shrinking the portfolio and unify what’s left
- Make AI a real product, not a slogan
- Grow the installed base hunting and farming instead of milking renewals by increasing subscription fees
- Fix customer experience and support
- Rebuild culture so talent stays
- Keep the balance sheet honest
- Change the public narrative with evidence
- Pay talent well at all levels and get rid of the dead wood (including VPs and ELT).
@q3 From his first town hall, I thought , now this person is a bully. He reminds me of a high school bully.
@q3 You know it; he's VERY condescending.
@d2 he was giving major abusive foster parent vibes.
@e6 , OT is treating customers just like its treating its employee. More costly for less, more work for less.
So different from my past employers.
Ayman, why do you think that customer you mentioned at the town hall felt Opentext doesn't care anymore ? Openjoke's employees are treated like sh--e, there are no certainty on job and no financial incentives, what is the care factor?
If you don't treat your people right, how do you expect they focus on treating the customer right, like in the past ?
Not like you care, it's all numbers to you.
@e6 Sokay, we'll make it up in volume
I have never been more disappointed in how we are treating clients currently. I was proud to work for OT(I don't involve myself in negativity in life) but we are letting them down currently to a level I have never ever seen in my career. The churn level in the MF side of the business is going to be north of 10 this year is my honest view.
@d3 Same reason any non-legally mandated perk exists. As a perk.
Now it may not be feasible, nor is it likely. But we can't act like it's unheard of when we had a benefit for parking. We had (though I cant find anything on the intranet anymore) a voluntary deduction benefit for parking and not other commute options. Technically that could've be offered without paying more, but it would be less favorable from not fixing the full problem. Some employers help with relocation as well for top talent.
I do agree everyone on both sides has the right to live wherever they can or want. Just as I agree that Opentext can absolutely lose the wrong people over RTO. They can do whatever isn't barred by law, but that doesn't mean it's a net good.
@d3 Simple: ensure that employees earn enough to cover the increased cost of living. Consider, say, a daily roundtrip commute of 50 km, which comes to 250 km per week. That's roughly one tank of fuel per fortnight, which, at current prices for 50 litres, comes to $40 per week ($80 per tank), which means $2000+ in added cost of living per year for those who have been remote. Sure, Ayman is being paid over $1M (look it up) per year, plus shares, so he is out of touch with the impact $40 per week can make on a family. Not only that, what about families that a move means uprooting kids from schools, selling a house, buying another house, etc. Who is covering that massive expense.
This is not whinging, this is a massive impact.
So, it comes to they want people to quit.
@cz Why should any company give you a raise based on your commute? You're free to live where you want and you're free to work where you want.
Grow up, already. You entitled nitwits are exhausting.
As long as the man continues to start Town Hall meetings with pedantic "learning opportunities" no one is going to feel valued.
Dream on. This is as likely to happen as you being struck by lightening
As an employee you are expense to be reduced.
This is their only trick to improve metrics, and it will eventually fail.
@a6 Aha! Does that mean we can get a stuffed Aviator duck pilot?
Here's my bet on how he'll show that employees are the most important asset:
He's going to expand the RTO radius in CY 2027 to get closer to capacity in the offices--especially, I believe, in Ontario, Canada. But--and this is not a small but--there will be no raises to cover the cost of commuting, or worse, for needing to move closer to an office because the commute is too long to be practical (or environmentally friendly). Then he will tell us that it's our importance that mandates that we attend an office five days per week.
You are trying to get blood from a stone, or actual rewards from the pizza party class of manager. You're either out of your mind or d-mber than licking doorknobs as a hobby if you think your childish ideas posted on a bi--h board are going to accomplish anything.
Sure - but first we focusing on culture and will be adding a Teams channel for kudos. The ELT heard you and working hard on improving the vibe. We’re bringing back Sandi Ono to introduce core values merch…. Is that better than just getting more money? Get with the program and do it the OpenText Way!