They won't even bother using that as an excuse.
Think SL4 was bad? At least they bothered coughing up a justification last time.
Now it's really (fire) "at will", in every sense of the world.
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Yep...pretty common. IAGS has sometimes a minimum of 4 PMs riding 1 or 2 ICs for weekly and monthly status reports. A huge inverted triangle with very few working hard to execute and provide status. Stinks. Now these PMs have embarked on a project called Gladius...which is yet another process whip.
Pat needs to start by axing managers, why does Intel have so many managers? PSO axed 1,000 managers, Pat needs to axe 10,000 managers in his first 100 days and it will only increase productivity. ICs are not the problem at Intel, the problem is there are sooooooo many managers.
Bloviation and nepotism are the defining characteristics of Intel management... that will never change without simultaneously firing 90% of the entire chain.
@dfye it's a nice thought and very reasonable but they will never cap managers salaries
If they want to improve things at the IC level, here are some ideas:
- Cap manager raises at 1% annually for 3 years
- Implement a 3 year ban on promotions for anyone in management. They need to focus on doing their current job better
- Funnel the savings into raises and (backlogged) promos for ICs
- Solicit feedback from all current and past employees on all current managers with an eye toward identifying toxic managers. Include within the review scope managers who periodically are reverted to a temporary IC role because they repeatedly show they are lousy managers
- When sufficient evidence is amassed from the feedback (+ records already in HR) that points to a manager having a pattern of toxicity, terminate them.
- Get rid of the BE/IR quota. Learn to figure out which ICs truly need to get axed. If a group has no slackers, keep everyone. If 20% are hopeless slackers, get rid of the 20%.
- If good workers are inhabiting unimportant roles, work with them to get them into important roles. Don’t punish them for doing a good job in a role that was sanctioned and approved by Intel, but is now of a lower importance (unbeknownst to them)
Although HR's AI tool makes salary increase recommendations, the final decision is still up to the individual manager. However, HR's study says "less than 5 percent of managers have disagreed with these recommendations". Companies that follow AI compensation recommendations have cut their attrition rates by 50 percent....only time will tell if this is true. We are bleeding talent.
Wuld u share more on AI - first I've heard about it! Teams shows I'm inactive every 15 mins - is this because I'm working on a spreadsheet (on pc - not in Teams) and not in a meeting?
Correct. Job title, time in grade, etc...can be a biasing factor. During inference HR can get a direction to keep all architects or relax the guidelines to hold on to certain positions or to tighten the screws on old timers waiting to collect packages in a cushy job. AI can do that readily across the employee base in US and relax it in EMEA where it is harder to fire.
No idea if the old RnR was any better than this new AI rating infereence program. In the other one can see/feel managers bias and round robin IR handouts. With AI there are inherent biases that creeps in. No one in HR is smart or wise enough to detect that....before it becones too late. We'll see how it goes this first time around. PG should get involved to make sure managers do not hide behind "i have no idea how you got an IR, it must be the new system".
Just make sure all your slider bars are all well above the 60% mark in all your quarterlies or atleast in 3 of them...or else you are in for a surprise.
Only at intel people believe attending meetings is a job. There are a lot of meeting attendees. That’s what they do all day long. They don’t do sh–, they don’t contribute to anything of value.
They created an AI tool to judge employee performance based on their calendar. At intel. Wow. What a stupid thing to do. They should write a business case about this. But What do you expect from a– monkeys who got their VP and above promos by attending all the right meetings.
I had a high impact direct report. For few months he worked for just few hours but still made great impact. The AI saw his relatively free calendar, his ooo and his shorter hours. Next thing I know I get told he needs to be laid off. My team resisted, but eventually we lost and that person ended up at Apple
The most important thing at Intel is not what you know but who you know, a peasant or a Person who is protected by high echelons in the company, you may own many houses in the Bay Area and still be at Intel for 35+ years.
The AI inference tool is not a joke, but you should understand that the whole AI things are all a joke, it is a good cover for whatever you want to fool the audience. Say, speech to text, try Google or Microsoft and you will see they do not understand the language if there is a slight difference in the language you are spoken in. They will never catch that difference in their AI inference tools. You have to be be perfect in your native language. Those abilities emerge before you are 5 years age. If you did not get it you would be lost in today's AI environment.
@4ecb how do you know? Are you in HR?
Not a joke. Check for yourself or if you have a HR insider ask how the 4 slider bar data is collected and processed.
That AI inference thing is a joke, right?
sorry that is a no-promo village. only villages on the sub-continent count.
"the real metric is village of origin"
La Place du Village - Switzerland.
For the last year I've been trying to participate actively in all on-line meetings + trying to arrange 1:1 or sometimes even 1:2 meetings with local engineers in Santa Clara and Oregon, and even internationally with Israel people to fill the time gaps during my day schedule, all meetings accounted for almost 17 hours a day since March last year, no vacations or time-off whatsoever, because I was at home all time, some sort of vacation I've never had. I hope, I'm not on the layoff target list for this year in April, and the AI inference tool will forward-backward calculate me as a loyal employee. But, sometime, bad things happen in my life. Who knows.
Small targeted redeployments to stay under respective state laws and requirements in case of separation.
Is there any actual info about layoffs or is it just speculation?
Any insights in terms of timing of layoffs? If you have knowledge could you share?
i am sure Bob planned layoffs because he simply didn’t know anything else other than cutting costs and his path to 30 etc. that was his only play book. Just speak with eBay employees who worked at eBay while Bob was cfo.
was it planned as one large lay-off vs. targeted cuts in engineering or specific businesses? Is timing similar to 2016? End of April after earnings?
It will be painless this time around. HR is feeding the "slider positions" captured during your qtrl'y 1:1 into an AI inference tool. AI will determine who will go vs stay. This way no humans are involved in this process. AI will also rebalance for diversity, rewards, stock etc....without leaving any discriminatory bread crumbs.
@1jne define "young"
@1etv I got good reviews beforehand, genius. Now how about you?
@OP how do you know this? Or are you just blowing smoke up our proverbial behinds.
After 3 promos and a couple decades, my first Level 4 was my best career help my boss ever gave me.
Which group?
Sorry to hear. Although as you said it might actually turn out to be good change for you. Best of luck.
Which group btw?
Yep, got laid off in November after a glowing midyear review along with a bunch of other extremely competent people. It's all about playing their schmoozy game and doing make-work instead of actually being a star coder or a go-to helpful person. Glad to have seen the true colors while I'm still young and able to move on to better places.
If you want to stay at Intel at all costs, it’s best to have suction with the slickest political operators in your org, the weasel managers who are sure to survive any purge or reorg Pat attempts. Obviously, the higher up the food chain, the better.
If you’re not into those kinds of games, I can’t blame you, but there’s a chance you get bumped off, regardless of performance. Don’t feel too bad about it, there’s life beyond Intel and you’ll be fine in the long run.
the real metric is village of origin