The product group meeting with the new VP proves that management is out of touch with the problems they have created. HR will double down on the failed thrive process without addressing any of the concerns. The new VP fails to recognize the major issues in our team structure leading to a lack of innovation.
NetApp is a sinking ship.
At this point, not even replacing GK can save it
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@19w constructive dismissal is what the kids are calling it these days.
I’m on a good team, and I feel motivated to do good work. The actual work—the important part of the job—is going ok. But the new changes are beginning to sour this.
These new HR policies that seem he-l bent on making our jobs more difficult to do and our lives more stressful. My team is distributed. RTO just wastes time on a commute where I could be working and reduces the flexibility in my life. The stack ranking system introduces a strong sense of competition on the team. And I must wonder when my next benefit will be taken away. NetApp, these policies themselves are a barrier to execution and simply make the lives of already high performers more stressful. Find a different way to sort out low performers.
These changes are in the process of transforming a collaborative culture into a toxic culture, and a company of people motivated by fear and anxiety.
Once you’ve juiced a little more productivity out of people, what’s left? Is this what you want? Sadly, the answer is probably “yes, whatever it takes.”
Yep, all of the recent changes have been made in order to reduce the cost of firing employees.
Thrive identifies underperforming employees by establishing a ranked list. Once identified they get put on a PIP. When they fail to meet expectations they can be fired without severance. And now with the removal of accrued PTO, Netapp pays out $0 when they fire you.
A lot of people are getting canned in 2026.
HR at this company is running rampant like a cancer, and it has gotten control of the brain. They have their set direction of what they’re going to do, and no data or common sense will change it.
Things like the forced RTO policy don’t make sense for all employees and are even “a barrier to execution” for some, yet they’ve doubled and tripled down on it. They twist the thrive survey results to fit their agenda, making no meaningful changes that get at the core of the problems. Then, they’ll tout the token improvements they’ve made as they ignore the big, glaring problems.
Now, they steal our accrued vacation days, making it cheaper to fire us.
It all makes zero sense unless you look through the lens of intentionally tormenting employees to drive attrition.
I don’t know what this means yet, but it might be time to unite as employees for action.
HR here is no worse than anywhere else, in fact I'm impressed they are actually doing extreme things. One you accept the idea that one person is a higher 'grade' of person over someone else, you've already lost the battle of goodness. Why should you be promoted laterally? The company just spent a fortune increasing your productivity in your current role. I sometimes wish HR went further. Out of curiosity what things would a more in-touch HR be doing and saying to benefit shareholders?
They've started to ramp up on hiring in preparation. Out with the old and in with the new.
The HR policies are gutting the culture of NetApp. From forced rating Distrubutions, to micro managing office visits via month old data to this... There is zero return to the business from any of this. Complete waste of time and headwinds in having a great culture.
Agreed. Some very tone deaf statements, especially on the HR side. Was surprised to hear that there is now no direct way to get a promotion via transfer. Even if the job you move to is at a higher grade, you have to lateral first, then prove over the next 6 months you can perform at the higher level. I bet the conversion rate is (will be) rather low, and that HR won't be transparent with the "success" (employee viewpoint) rate. I'd gather this is just another way to suppress salaries.