Honest question. I see so much dissatisfaction here. Im one of the dissatisfied too. I know execs come here to read what we really have to say. Maybe we can take a sec to anonymously tell them what would help and see if they actually care to listen and do something. So what would improve your experience at FIS?
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100% honesty, being included in a RIF. I’ve tried on my own, opened two tickets with TPO just to be shut down, have spoken with management and told they need me (they don’t, my “management “ role is a joke. They just don’t want to be bothered with the work or find someone else to do it). Here I am completely willing to give up my position in hopes to save someone who wants to continue working at FIS, to no avail. I’m not in a position to quit, have recently opened a side business that I dream of turning into full-time, but don’t have the means to do so at the moment. A severance would help with that greatly. It may sound selfish, but after the years I’ve put in at FIS, working 50+ hour weeks, literally giving back every PTO/holiday time off I’ve taken, taking on more products, work and responsibility, while my staff continues to dwindle, feeling dismissed, underappreciated and underpaid, it would be nice to feel as if I at least got something out of it.
My “raise” didn’t even cover cost of living, let alone the mandated 3-days back in office. My insurance is worse, I literally can’t DO anything because 90% of my access is blocked to certain things, I keep getting told to “transform”. That’s a vibe, not a direction and tangible goal! Tell me my job is safe. Treat me like a person. Corporate social responsibility is a laughable idea.
Also I hate Stephanie Ferris. That just felt good to say. As St. Augustine would say: “What are you saving all that money for? He-l?” or something like that.
Most of what can move the needle requires more compensation. Based on the 2nd quarter results, the long term debt has gone up more than 50% since Dec 31. So there is no more money to give at least for awhile. The best thing that they can do at this time is to be honest with their employees. If you don't want info getting out, have off the record meetings but be honest about their job and their future.
@jz I can assure you, they look on here to see what people have to say. This isn’t conjecture - it’s fact.
@OP thinking that execs come here to see ‘what we really have to say’ is quite ridiculous.
The consensus on here is that they do not care anyway, but also with a headcount of around 44,000, the tiny percentage who post on here complaining about all sorts and with posts just to stir things up when all is quiet and down voting anyone who dares to be positive about their personal position only paints a picture for anyone reading of a few disgruntled employees making much more noise than the majority.
Defunctionalize!
The next time you acquire a company, integrate the employees! Don't just raid the tech staff that you cannot hire because of your lousy reputation. And pay a bonus in CASH, not company stock that is worthless.
I absolutely love this question. Thank you. Great idea.
- Better training for new employees.
- At this level company, how are there no bonuses? Hello? Incentive!
- Listen and act upon employee feedback.
- Fair and competitive salary. Measly 2-3% raises can’t keep up with inflation. Basically. We lose money each year.
- Stop with the layoffs. Get rid of useless middle management. WHAT DO THEY DO?
If they are paying attention here and not daily, that says all we need to know about their priorities. Systems are antiquated. They fire staff with tenure and expertise. They come up with “projects” with no clear vision or the proper tools. They throw staff at the projects and then stop them. Don’t even get me started on hiring. Leaders have to fight every time to validate why they need staff. Approvals are given and then positions cancelled with no notice. So, please tell me again how they care? This place is a joke.
The products that are outdated and struggling simply don't have the resources needed to succeed.
And when these products finally move to Azure, they're dealing with teams that are even more constrained than previous solutions and ticket lead times that are in weeks now.
Merit increases that keep pace with or outpace inflation would be a step in the right direction. Our purchasing power is, after all, why we are here. And no more selling us off to skirt paying out severance. Trust is very broken and it would seem to be a simple exercise to understand the lived experience of employees in 2026: we are scared in the micro, increasingly struggling in the macro, and feel betrayed. Simple.
Something to think about
What outcomes justify executive pay increases when the company is weakening the operational backbone——rewarding, short-term results while long-term operational health and risk are pushed onto others? This pattern shows up in competitors business models as well. if a company can’t maintain its operational integrity, AI won’t replace the problem. It will amplify it; Reliability, failures, escalating risk, and eventual breakdowns that those in charge have effectively deferred until they become unavoidable. So one must ask what is the goal?
Spend some real money updating the systems from 1995. There are many efficiencies that could be implemented, whenever one is put forward, the answer is always no. When the consultants make suggestions other than layoffs, listen to them. One of the best things that executives could do to show solidarity is take a pay cut. How many millions of dollars do they need when doing such a sh---y job?