What we can do to highlight this corrupt review practice to HR/upper management?
Not sure much can be done, most definitely a this point. HR never pays any heed to employees concerns (even if they are notified by whistle blowers... speaking with solid experience of having reported something big to them already)
What we can do to highlight this corrupt review practice to HR/upper management?
@Anonymous123833 I didn't say report terribly. I said push down. So that the manager looks more valuable in a pure numbers game. With targeted headcount reductions, all you have to do is make sure you have a chair when the music stops. By ANY means.
Anonymous123833: Most of middle managers are deadwoods and happy where they are and no motivation to excel , they do what is the easiest and safe..its leads you fire shots with gun on these mangers soldiers,most of them part of Q old boys club to its all hanky-panky with no real check and balance and real accountibility.
If you think what you say is a norm in QCT then you are a BIG idiot and living in a virtual world...
123833: Probably, but the can alway zero on to 1-2 scapegoats with made up reasons ( they get credit for that also),buddy its political game and not as straight forward as you think..are you a manager?
Don't be an idiot. A manager with reports performing terribly is reflected on the manager as a poor lead. Same the other way if the manager reports them all to be 7's. It's in the manager's interest to rate properly or else they will get rated out themselves as shit managers.
But what is the intent of this review cycle? Is it accelaerated for everyone or only for people that are affected? Are they still going to dole out Bonus, RSU etc for the namesake and promote people with 0% raise while they lay off people on the other side?
Anonymous123739: What about if line managers exploiting his/her reports...its already happening in matrix ( because now most of the manage and lead work as gang), it will get worse without matrix..
With more direct control, will managers push down the ratings of their reports, in order to save their own job in the short term? This cycle could be the most corrupt, when Porsche payments are on the line
Matrix management is terrible and riddled with politics. You want fair? Line management is fair. If you do your job well, then your manager will love you and you will get better ratings. If you do a shit job, then you'll get lower ratings. In matrix management, if your peers think you're shit because they don't like you personally then you're screwed because your manager is clueless about what you really do. In line management your manager will know your peers think you're shit already because he/she works with you, but they'll see that technically you're amazing and maybe you have some people skills to work on because you're not playing nice with others (very common in highly technical geniuses). That could be the difference between a 2 and a 4 rating. The inverse is also true with people who don't do shit but get better ratings because they know how to schmooze. Isn't that what we all want to eliminate?
Be glad they're moving away from matrix management. Whoever implemented matrix in the first place is partly responsible for Q's problems these days.
Is this accelerated review cycle a regular one or is the intent purely for solidifying a list for the layoff? In other words, are they still going to have a bonus pool albeit small, rsu, and promote the so called " top performers" while also laying off folks in the side?
I was thinking Qcom would have skipped this review cycle as well to cut costs.
In principal matrix management is more unbiased review system IF implemented correctly.QCT implementation of matrix management is corrupted over last few years and lost value of matrix management. Matrix suppose to have better check/balance of power..I expect things to get worse with matrix removal.
Is this going to change this review cycle? I heard that in some teams, they have officially made the leads as managers and asked them to review their employees.
"i am director and i can make calls that can ruin your career, so give my project the priority and jump when i ask... else review period is right around the corner" 100% agree on this..
Matrix management does not work for all groups. It definitely does not work in the engineering groups at Qualcomm ..not in most Sw groups.... Specially during review cycles, there are huge conflicts between personal goals, and managements goals and having different managers (disfunctional at best at Q) is very demotivating to employees.
The review process sucks at Q. First off having a line manger (lame duck) who knows nothing about what you do and how critical is your role or contributions made, is a joke. This lame duck manager rarely has any presentation or marketting skils (to say the least) to market the managee and sell his/her accomplishment at the review board. Sometimes they don't even talk vociferously on behalf of the employee being reviewed due to politics and self interest of preserving relationship with the idiotic good for nothing (sr) directors in the review board.
Further more having this clueless lame duck collect information from folks and present it to a bunch of bloated so called "Directors", 60 % percent of whom have no clue about who is being talked about and the rest 40% who barely know the person has agendas. Having these Idiots make a decision on the promotion/raise/bonus is simply ridiculous and utterly unfair
The process should have been fixed years ago. No point in having some directors to whom the employee is not directly accountable to, makes decisions that impact the employees career growth. Why not follow the other companies like MSFT, DELL and do away with this kind of management and 360 review process. Have the Lead of the group be a real line manager and decide on the promotion/raise/bonus that his team members deserve. Who else can make such a call fairly (as fair as it can be). Allocate a budget for each lead and have them manage their own team members career progress based on his accomplishments/contributions... After all the employee is directly accountable to his lead..
Please get rid of so many non-sensical, good for nothing (sr) directors and take this power away that they are so hopped up on... "i am director and i can make calls that can ruin your career, so give my project the priority and jump when i ask... else review period is right around the corner" Ridiculous!!!!