Each quarter it will be the responsibility of the employee to justify their continuing employment in Intel. There will be very specific objectives set and core ones should be satisfied without delays in execution. Employees are expected to disagree and commit to challenging project deliverables to which they are held accountable.
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lol @OP. Fail
There's nothing innately wrong with a quarterly format but this is BK we are talking about. He is not interested in rewarding us or building morale. He simply wants a pass fail system where he can get rid of someone quicker - less muss and fuss and less cash paid out.
We do it now on my team now. It's an ok process. I don't hate It. It's a good way to chunk out your accomplishments over the year. Why all the panic and fear mongering. Is sounds like you guys are simply afraid of the unknown. The only thing to fear is fear itself.
Does the trending not trending have quotas. I bet not trending is 15%.
IMBOs can be gamed.
If Intel wants to improve execution they need better managers. They need a better strategy. Finally, they need a miracle to find another growth engine in the twilight of Moore's law. When process scaling stops everyone will have the same fully depreciated equipment and prices will crater - commoditization.
+1
And you can believe that iMBOs will quickly become a big game that sucks time and results in people measuring "performance" based on meaningless things.
"I've done IMBOs in the past. With things that come up, IMBOs are usually out of date within a week. I'm for quarterly goals but with all the roadmap thrash and poor project planning, this is going to be a disaster."
GPTW
@ekd- only moron is you kool-aid drinker.
I've done IMBOs in the past. With things that come up, IMBOs are usually out of date within a week. I'm for quarterly goals but with all the roadmap thrash and poor project planning, this is going to be a disaster.
You think this is bad? What happens when Moore's law ends and fabs become commodity?
I can't believe people would stake their long term careers at Intel. We had a good run but the party is definitely coming to an end.
Just like taking a class in college... what you mean you have to perform...ie work....poor babies poor special snowflakes. .. welcome to life moron
Say goodbye to knowledge sharing, teamwork, and risk taking. You are setup for failure.
It might seem to be easy, but with the roadmap thrash it will get ugly, real fast. I feel sorry for the people left. I'm 100% HAPPY that I took the ERP.
It's going to get brutal
An experienced manager should have team- or group-level yearly goals, broken down into quarterly ones, so an employee can align his objectives with the team. It really is not a new concept.
managers dont know what is the goal or objective of team ?
just on the fly things will come , you have do thats the goal :-)
They get to eat their cake with this new focal. They can quietly get rid of people without making news.
Meanwhile, the captain of the titanic stays.
15% fail quota per quarter,ie 50% of ppl will be gone in a year?
There will be very specific objectives set and core ones should be satisfied without delays in execution.
Please, execute them all, without delays! By objectives (good INTEL manager is a dead/laid off/let go FLM/SLM manager), of course. ;-)
This is very similar to the quarterly iMBO used in some teams. If your team used the process before, you should be able to adapt to the new program easily.
This is not a bad thing - for Intel. I'd like most people you have long term liabilities, mortgage and car loans, then this uncertainty 4 times a year is a huge risk. I assume not only are you over confident in your abilities vs your peers but also you can predict fully your continuing relationship with management. You are by definition an idiot.
And why is this a bad thing?