I don't think that I was the best worker and I don't think that I am not replaceable, but I would like to know how good a new employee will replace me when I leave next week and how quickly will they find that replacement. All I know is that to replace my colleague who left earlier, they hired a person whom I can’t even call a real replacement, considering their level of knowledge, experience, skills and general interest in the job.
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Most of the capable people survived the last RIF when TB bought RVBD, and have been cheated into invest in the Employee Incentive Invest program. Now they lost all their investments (from their savings account), and woke up, dislike the management team's so many years cheats on them. So a burst of capable people's quit is inevitable.
Perhaps they can't hire because capable people realise the products are outdated, the company basically just went a bankrupt and despite promises of yet another transformation it seems like death by a thousand cuts.
They have a mediocre product line with little future promise, sketchy financials and poor comp, so how do you think you are going to get top talent?
And don't even get me started on the leadership !
I don’t know about other departments but in my technical area, the replacement hires have been spotty but a majority mediocre and half useless. I blame this the stinginess of compensation and recruitment’s inability to spot real talent.
We're going to get a whole bunch of people who don't know our industry, don't do their homework, and are mostly just looking for better compensation. End result is going to be a massive loss of institutional knowledge and industry expertise, and a lot of time spent bringing people up to speed. We'll get skilled people, yes, but without the understanding they need to actually be effective. This is especially true in engineering - engineers are not just cogs that can be swapped out, there is a massive amount of domain-specific and product-specific knowledge that takes years to accumulate. When that walks out the door, it's gone and will never come back, and customers notice that. We must, must, must put a solid proactive effort into retention if we are going to have a chance of surviving the next two years.
What transition (translation) are you referring to? Wouldn’t it be our 5th or 6th time “transforming”? Seems like we struck out a while back.
It is a simple equation - take the money, do a good job and support RVBD through the translation or leave and take ownership of your future - Simple.
But Linked-in will say "Riverbed is Hiring!" before the door hits you in the a$$.