FIS reviews

Compensation Managers are encouraged by recruitment and HR to bring people on as close to minimum for the role as possible. With caps on "merit" increases generally between 2.5 and 3% it makes it impossible to appropriately raise compensation. There are no cost of living adjustments, heavily restricted to promoting outside of merit season - which forces managers then to leverage the pittance of a merit budget on a single individual regardless of how of their directs performed. A team of absolute rockstars are not permitted to be accurately rated during review time due to limits on the % of employees that can be given Exceeds Expectations/Meets Expectations etc. Managers are forced to leverage merit budgets to bring employees that they either inherited or due to pay range adjustments are under segment. Further when adjustments to ranges are made they are done completely under the table. Conflicting Priorities Big push to be innovative however little movement on ideas due to unwillingness to fund said ideas. Big push to become more cost-effective however it makes more sense to finance to outsource functions for 2x+ what its costs to retain resources internally. Big push on ensuring our clients are happy and receiving what they ask for in a timely manner however zero interest in funding teams to support the "client first" mentality. Constant Restructuring FIS seems to enjoy playing a never-ending shell-game with it's executives - oh, couldn't cut it Operations as an L1 Exec, lets try you out as L2 in Development. Oh couldn't cut it in Dev, lets make you a VP in Network. Didn't fit in, in Network let's make you the CISO. Meanwhile, the resources doing the actual day to day are laid off on almost a quarterly basis these days all the while Town Hall's are going on about how we continue to surpass financial expectations and we've made "record profits" in the past quarter. Employees are not people, most days FIS doesn't have the bandwidth to treat them like inanimate assets. Employees are simply the WD-40 that keeps the real assets up and running.

Short notice of lay off, as well as a push for quantity in results as opposed to quality