How is talent review discussion going on for other teams ? Does manager fill the review in front of you ?
12 replies (most recent on top)
Cisco and the industry is full of id--ts with degrees. Thinking that someone with 25-40 years of professional experience but no degree is incompetent is an absolute joke. I would submit that 95% of them are more competent than most with a degree today will ever be.
"More than half of them may have no pist graduate degree or relevant qualifications but can determine if Tom or Harry get a raise or promotion and have an effect on their families."
Yes, at Cisco there are many 1st line and 2nd line managers with no degree or a degree such as a BA in a non-technical area. In SBG there is a director with high school diploma and he is extremely incompetent technically while extremely good at playing politics and kissing up the above.
Shucky does not care and Fran, the head of HR is useless and fony. The company is based on politics so do not expect that the 1st or 2nd line managers are selected based on merit. The stupidity trickles Down from top management all the way down to the 1st and 2nd line managers. These are not managers, they are just puppets whose only passion is to collect their paycheck and survive in an unhealthy culture for as long as possible. :(
"how come a company can sc--w up everything same time - from products quality, innovation, acquisition failure, ki-ling existing talent, post sale support ( TAC) and Partner....Shuck really deserves presidential award !! Shuck really deserves presidential award !! "
LOL.!!! .He worked hard last 10 years to bring down Cisco in all directions...He really deserves in my opinion ( your manager :-) )
"It's even more sad that we have these absolute worthless (1st line, 2nd line) managers as decision makers of our careers. "
100% with this comment. I have a new manager now - who was my peer in my team. not technical at all, just play around with PPTs. We never had good relations because we cannot have a conversation. He is full of "opinion" and I a detailed /data justice type. when i ask questions he will get angry. imagine now he is my manager and deciding my promotion. luckly, i am in second round of interview with 2 other companies. hope in couple of months i can move out...first level manager need not any qualification ( I am 15+ year in Cisco) ..any one can become a manager and ki-l the whole team. This raise the questions - how come a company can sc--w up everything same time - from products quality, innovation, acquisition failure, ki-ling existing talent, post sale support ( TAC) and Partner....Shuck really deserves presidential award !!
"It's even more sad that we have these absolute worthless (1st line, 2nd line) managers as decision makers of our careers"
Maybe because VPs don't care about your career at all? They enjoy hierarchies, power, control, and chaos. The hierarchies and reorgs are used to distract from their own failures.
Submitted my talent review in workday. My manager submitted his as well without any conversation about it. And now i need to submit an acknowledgement survey stating that if my manager had a conversation with me. Stupid. Can i fill up no?
@1ihh+1td3bqmp is right unfortunately. It's even more sad that we have these absolute worthless (1st line, 2nd line) managers as decision makers of our careers. More than half of them may have no pist graduate degree or relevant qualifications but can determine if Tom or Harry get a raise or promotion and have an effect on their families. True in each company but from my 15yrs or work experience Cisco has the worst people managers by miles
Performance really doesn't matter. The things matter is how well your relationship with the decision maker.
Last year was a wake up call for me. Some very talented staff were affected and made me realize how nobody is safe. Luckily I prepared for a year. With the Splunk acquisition, ELT will be providing reduction numbers guaranteed. Stay ready.
Show up na--d and tell them it is part of your identity and s-xuality.
Talent review is preparations for next LR… don’t trust management - that’s how they keep their jobs, show your value and make your way to the exit door.
Why? Does it matter?