- Joined
- August 13, 2013
- Messages
- 2,871
Might want to move this to PRC if commenters can't keep it nice.
This month we had to make some hard decisions. Basically one of our divisions has been bidding on several contracts that are comprised of engineering, software development, and data management. The contracts are large by almost anyones standards and even if you only get half the RFPs, its generally enough to keep various teams employed for years.
We have a few high performing teams that work on extended contracts that have been without a project for a year. The other teams have been absorbing the cost. Not to say they haven't been working, but getting highly paid specialists to do generic work is like asking a surgeon to work reception at a hospital. You can, and they have the skill, but the pay gap and lack of engagement is absurd.
We've been holding off for more than a year and a half for these RFPs and the successful bidders were announced April.
We were the top North American bid, and 4th overall. The contract matrix has many factors with cost having the primary weighing. We exceeded in 7/10 categories but overall fell short on cost and timeframe.
At the end of the day we were outbid by 2 Chinese companies that practice 996 (72 hour workweek) and an Indian company thats would not disclose HR practices for "competitive reasons'.
The top company beat us by 1/3rd. These contracts are a lawyers wetdream and we were incredibly motivated to keep our teams employed. We sliced that contract every way we could think of to massage our core costs. Our margin was not even healthy, we bareboned it to keep our teams employed.
Didn't even matter, we weren't even close. We can't compete with a company that has half the salary and double the hours. After a month of internal deliberations we released two teams of people in a week. That is one of the hardest things to do. Unless you do it or are a part of the team that has to make decisions like that, you will not understand.
Social media has painted virtually every company as heartless corporate overlords with fat cat executives waiting to screw their employees. That is the one of biggest deceptions this world has to offer. It doesn't work like that in the real world. Do our lawyers, executives, and financial teams get well paid? Yes! You pay for skill, risk mitigation, leadership ability. Not one person that worked on this decision felt anything but frustration and sorrow that there were no viable options to retain the teams at the salary without specials projects to work on.
996 is another nail in the coffin of homegrown companies without a large overseas presence. If it becomes mainstream there is no way NA can complete with that, even without socialism pervading every facet of business. At the end of the day a company has to be profitable to be viable. This hurt.
This month we had to make some hard decisions. Basically one of our divisions has been bidding on several contracts that are comprised of engineering, software development, and data management. The contracts are large by almost anyones standards and even if you only get half the RFPs, its generally enough to keep various teams employed for years.
We have a few high performing teams that work on extended contracts that have been without a project for a year. The other teams have been absorbing the cost. Not to say they haven't been working, but getting highly paid specialists to do generic work is like asking a surgeon to work reception at a hospital. You can, and they have the skill, but the pay gap and lack of engagement is absurd.
We've been holding off for more than a year and a half for these RFPs and the successful bidders were announced April.
We were the top North American bid, and 4th overall. The contract matrix has many factors with cost having the primary weighing. We exceeded in 7/10 categories but overall fell short on cost and timeframe.
At the end of the day we were outbid by 2 Chinese companies that practice 996 (72 hour workweek) and an Indian company thats would not disclose HR practices for "competitive reasons'.
The top company beat us by 1/3rd. These contracts are a lawyers wetdream and we were incredibly motivated to keep our teams employed. We sliced that contract every way we could think of to massage our core costs. Our margin was not even healthy, we bareboned it to keep our teams employed.
Didn't even matter, we weren't even close. We can't compete with a company that has half the salary and double the hours. After a month of internal deliberations we released two teams of people in a week. That is one of the hardest things to do. Unless you do it or are a part of the team that has to make decisions like that, you will not understand.
Social media has painted virtually every company as heartless corporate overlords with fat cat executives waiting to screw their employees. That is the one of biggest deceptions this world has to offer. It doesn't work like that in the real world. Do our lawyers, executives, and financial teams get well paid? Yes! You pay for skill, risk mitigation, leadership ability. Not one person that worked on this decision felt anything but frustration and sorrow that there were no viable options to retain the teams at the salary without specials projects to work on.
996 is another nail in the coffin of homegrown companies without a large overseas presence. If it becomes mainstream there is no way NA can complete with that, even without socialism pervading every facet of business. At the end of the day a company has to be profitable to be viable. This hurt.
- Joined
- Aug 13, 2013
- Messages
- 2,871