Apart from spreading their toxicity, I don't see any middle managers contributing anything to this company.
The rumors about layoffs are spreading but there is no indication that they are the ones to be targeted? What do you think?
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How does it feel to work for a company where the vast majority ( maybe 80%) of the employees have zero faith in their top management?
Aha...Larry the Cable Guy...good old memories....the micromanager in chief of CRL....wonder what he would have done under these circumstances ?
Re: The Carlton to a manager...
That actually happened maybe 7-8 years ago to a CRL VP. Look on the wall in 201 to find his picture.
Managers hogging the limelight !
Has anyone else felt like this ? This is a recent phenomena in 3M which already has a rather poor record of promoting it's own people for external awards.
Looks like in recent years 3M has nominated it's managers for some high profile awards such as AIChE and NSF instead of nominating many deserving technical folks.
Imagine a scenario where such award winners are highly qualified academics in top tier universities with hundreds of papers and patents and demonstrated history of valuable contributions in their field along with managers from 3M who are in many cases not able to hold a light to these people (in terms of making a mark in their area, no. of patents or papers).
Don't they realize that these non qualified 3M awardees are basically the laughing stock in front of the scientific world ??
What's next...Carlton awards for managers for championing technology instead of the person who actually made that technology happen !
As a middle manager in MN, I can confirm that we get higher ratings much more often than individual contributors in the group.
In the last 7 years, I got higher than average ratings 4 times. No individual contributor in my group has that kind of ratings so far.
I also know of some managers who only get higher than average ratings for the past few years. Maybe one day I will catch up to them
Most middle managers I know end up with 2 ratings each year though. Their contributions don't stand out when compared to their direct reports. I'm not in the US, so the situation might be different compared to what happens in the mothership though.
Sat at home here earning my 330k loving life … hour a day max of moving a few mails, just had a nice pay rise too
My direct manager was let go more than a few months back .. let’s see how long I can swing this for
3M is great
I'd love to get paid what management gets for literally handing out pto slips and doing a 5 min tier meeting then never being seen the rest of the day. Must be rough. 3m wonders why they in the red. You pay management to not manage. No corporate oversight. Winning.
Come on we know Management never cuts their own. Especially not the Nepotistic, buddy coat tail guy's that are prevalent throughout 3M Center. I mean who else would they golf with while having their I phone set to Do Not Disturb all summer long. One thing we know about 3M Management is they like to feel like Big Shots out on the golf course.
Cut out the middle managers and the project managers. They contribute nothing to the top or bottom line! We have too many of them. Either get back to the bench and do something useful for the company in this hour of crisis or find a job elsewhere. We don't need so many nanny managers.
Literally hundreds of them in St.Paul alone!
Anybody in management without any direct report should be first on the impending layoff list. There are tons of them in 3M.
As a employee working at the bench for about 2 decades, I have always wondered how our managers are evaluated.
In the new EPR system, the highest rating is 3 with 2 being a " meets expectations" rating. A middle manager, let's say someone with 10 direct reports , in the HQ will almost always land up with a 3 rating while the vast majority (say 8 out of 10) of individual workers in his group will likely end up with the average 2s.
Thus, mathematically the average rating in the group will be very close to 2 but managers will end up with the highest ratings almost always ! The coveted 3 rating.
How is this fair? Does this explain why managers get " automatic " promotions every 3,4 years till about a Lab Director (earlier Lab Manager) level (equivalent to a T6 level).
Meanwhile to get to a T6 in the technical ladder will take at least 25 to 30 years with only perhaps 5% of the technical folks ever making it!
They just take manager's salaries and make zero contributions