Thread regarding Cisco Systems Inc. layoffs

Cut the non performing SVPs/VPs who are the source of bad business and engineering decisions.

• Cutting is easy
• Hiring people at that level who don't leave after less than 90 days is more difficult
• Hiring people at that level who don't leave after less than 90 days who can completely transform the culture of the people under them for the better is nearly impossible
• Getting enough of these people to deal with the fact that the PI and PD work is spread out under so many SVPs/VPs that you need to change everything is almost impossible
• Without a catastrophic triggering event getting the ELT to see the need to try is impossible.

In the words of the CEO who made Cisco a $25/share company before retiring, "you have to deal with the world the way it is, not the way you want it to be." Politics both internally and externally are part of every corporate experience and culture hardens over time.

DNAC for instance. A whole bunch of SVPs/VPs in EN hurting the company by sinking millions of dollars on useless projects. CR/JD should've stemmed the flow of blood three years back. It's not too late. Engineers are good and competent, redeploy them to where the business needs them - don't go about cutting them in layoffs. Cut the non performing SVPs/VPs who are the source of bad business and engineering decisions. This requires tough love but someone above should have the courage to get it done.

Which groups specifically?

Venu’s team redundant- looks like just to satisfy themselves on Cisco money and also his team peeps into others work a lot and others group 200+ doing redundant work
God save Cisco from such people
#godsavecisco

When you have an organization of this size it goes without saying that politicking is how you maneuver up and around the org to maximize your value. Ideally you'd want someone who can be compassionate for the people who contribute to the success of the organization, but still drive to grow the BU in conjunction with finding ways to maximize efficiencies by reducing redundant processes.

Having said that, the "game" is geared towards people who can effectively navigate the social structures inherent in the org for their own benefit. Theres a cyclical pattern of bringing someone in who breaks the old working model only implement some convoluted bullsh-t that doesn't work. After a couple years they get let go and someone comes in to go back to what it was and they're seen as someone with real business acumen. Meanwhile they fall further and further behind the competition. So they acquire the hot thing, break it, find another.

Don't let people who have never worked in any aspect of the business make any decisions

What?

Ok, so which groups specifically?