I was very happy when I got the job here and I thought I would become even more valued as I became a better, more productive employee. However, I very quickly realized that some other things are valued here more. So when did the most capable and hardest working employees become unwanted here? I did not get the impression that Q was such a company when I first applied here.
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The only time I dealt with a manager that seemed genuinely on my side was when there was matrix management. I was new to Q, and I wasn't used to it, and it seemed overly-complicated at first, but I really came to appreciate it. It removed or greatly reduced conflict of interest. That was the whole point. It meant your corrupt, useless boss didn't have you by the b@lls, not 100% anyway. So, of course, after executing this system, Q realized they can't leave a good thing alone, and wiped it out. Back to being f@cked by your boss, as you can observe on a near-daily basis.
By the way, I heard that part of the condition of severance is you sign a contract saying you would never speak negatively about Q or its management in social media. THAT in itself should tell you something. They KNOW they treat people poorly and sc--w people over, and don't want anyone telling the truth in public. Cowards. I guess they think it's easier to bribe someone than to treat them well from the beginning.
@2asf+1mbwj43C , I think you said it backwards. It should read: "I think there are some NOT bad managers out there, but for the most part...." Let's not fool ourselves with rose-tinted glasses. Most Q managers are out for themselves, BUT you may find one or two here or there that care about others (I haven't met any, but I'll assume they exist).
I also agree with a prior poster; I've had great experiences with managers, Directors, Sr. Directors, and VPs in terms of telling them the hard, but honest truth about projects, their likelihood of success, etc.
I think there are bad managers out there, but for the most part, everyone else I talk to also indicate that honesty at Qualcomm is really valued. It may not always get rewarded the way people want, but good managers want a productive, happy team that works well in sync. Overall, in my many years, this has been my experience - sure, sometimes the work load is really heavy, but the managers are teams are generally great.
@1ehp+1mbwj43C Admire your courage and honesty. We need more people like you and your SVP.
@1ehp+1mbwj43C I'm glad you had a good experience, but its a bit of an apple to oranges comparison. Your interaction was with a SVP. Not a VP or Sr Dir. Those are very different things. I've seen some strengths and good qualities in the SVPs I've observed, though I haven't interacted with any directly. I HAVE interacted with and observed with VPs and Sr Dirs, and holy cr@p, it's a sh!t show.
I’ve had the opposite experience; I told an SVP that he shouldn’t expect to get what others were promising him in the time promised. I laid out all of the reasons, with data, telling him we either needed more people, more time, or lowered expectations.
In the end, he asked why so many others told him otherwise, and he realized it was because they were just telling him what he wanted to hear.
Many of those suck-ups got let go, and I was promoted the following year.
So, either others here have terrible VPs and managers or they just aren’t being honest.
@1zic+1mbwj43C is exactly right. You cross a VP or Sr. Director in ANY way (no matter how justified) and you can kiss your Q career goodbye. They're not interested in any kind of true leadership, it's all arrogance and self serving. They don't want to hear anything that isn't in their personal best interest. Yes this kind of thing exists in all companies to some extent but I've never seen it as bad as at Q (I've been around!)
Sometimes you just meet the criteria to make the layoff look non-prejudicial. It has nothing to do with anything other than that.
I was that unlucky one in 2018. I moved on to a better job. Unfortunately in the Bay Area.
While it feels extremely personal, you have to move beyond that.
Good luck to all.
The problem is VP's and Directors who need to impress their own mangers ask their engineers for "something". These VPs and Directors DON'T HAVE THE TECHNICAL KNOWLEDGE to know the scope and details of what they're asking for. So then when the high performing engineers push back on the request, pointing out the problems in their requests, such as incorrect time expectations, incorrect technical results expectations, incorrect algorithms, etc., in the end up as persona non-grata, and the scapegoat for the manager's failed project. The VP/Directors don't accept ANY responsibility, and life goes on. I hope that answers your question.
Very true. I was told by manager that your performance doesn’t reflect your rating hence your progress, promotion or bonus.