Pointing out issues or problems is a surefire way to get marked as a troublemaker. The response of those above you - in my experience but others as well - is never to address the issue, but to punish the messenger. Needless to say, HR is not your friend in this process, so you end up being sc--wed over for trying to fix things. Just don't bother.
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Further, I found that coming up with great solutions will also get you canned.
For anyone still there, it's best to just keep quiet.
At least in my experience I found that nobody really wanted improvement or solutions to problems.
In particular, imho I'd avoid making suggestions about how to improve software systems there. I don't think anyone wants to rock the boat + it's easier just to maintain the status quo. Seems best not to disturb all the 1990s era software implementations than to make all the parts fit properly into current cloud architecture, etc.
Nielsen will squeeze the last cent of profit from employee blood. Want change? Change leaders. Employees can make the change in leaders by working to get them replaced. If the Super Bowl breaks leaders will be changed. New may be same, current leaders are no bueno.
Been a little bit, but when I got the meeting invite I was happy to tell the HR rep and my manager (two MAWW) how much I deeply despised them and their Indian pi-ps, and how spineless they both were. I also said losing any form of severance for voicing my opinion of them and the company was the best money spent to rid myself of their toxicity.
HR is not there to protect the worker in any way. If you think that then, well good luck.
Oh hey Karthik. How's it going?
HR is not there to protect you, the worker.
HR is there to protect the company and the investors!