Mine is the ultimate micromanager, always hovering, always clueless. They prove every day they don't understand our work. But promote someone from the team? Heaven forbid.
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A lot of times, if you speak up, you are automatically on the chopping block.
@q4 I wish she was still here.
@vq Many have done this. It has not gotten through the gate keepers or fell on the deaf ears of the grifters and their circle. The odd chance it does get addressed all you can hope for is a word salad that sounds like something meaning but after thinking says nothing.
@vq this is the truth no wonder the world is fed up of this dog sh-t company
Everyone complaining here should stop hiding behind their keyboard and start calling out the issues at town halls, in group meetings, or any chance they get (OHS, email the board, use VOC). Pick up the phone and call the Elliot Management group, they're in in the company directory.
Stop moaning here about how it used to be and start shaping it how you want it to be.
Such blindness of the root cause of the downfall of this company. It’s not DEI or whatever culture war you are distracted by. It’s greed and people at the top hiring their buddies. The leaders of this company only care about profits and will do anything to have higher profits including outsourcing our jobs to India.
Who are you referring to?
The virus is the Craig Arnold that piece of trash on the board get him out Elliott
@qv You speak the truth. I could care less if they were the best of the best. Mandates like this 50/25 due nothing but undermine quality and innovation. I have seen so much of these 50/25 parroting of the obvious and the seals clap. Or their incessant thanking and congratulating the inept for doing mundane tasks. It is the same show as that poor girl that was always told she was a great break dancer and moved on by checkbox only to find out she wasn't even average.
"I do just enough to not get fired." I could care less who I report to ... granted a hot women boss might help me focus on trying a little harder to do actual work.
@r0 DEI denier
Awww who hurt you? Sure sure keep blaming DEI this and DEI that not the white CEO who is running the company into the ground
“Im not a typical manager, I don’t like to handhold or micro-manage…”
Proceeds to tattoo the definition of micromanagement on their wrist
10-12 years ago, MDT had 50% share in its biggest business and things were trending up and to the right across the board. Then Omar announced an initiative (with teeth) that by 2020, MDT would hire and promote to achieve 50% women and 25% POC into key management and above positions. When Martha took over he poured gas on Omar’s initiative. MDT has lost so many people with deep industry experience and very strong customer relationships and replaced them people who were in over their head from day one. Medtronic stock is down almost 50% in the last five years and from what I have heard, significant market share has been lost. I hope it gets turned around quickly and the company can get back to its previous greatness.
One answer M Walter if Elliott doesn’t cut him the toxicity with these incompetent people will continue competitors would never hire such a loser hr officer
@OP Once, promotion was based on merit. Now the managers are chosen before grad school even begins. Then, the chosen (DEI employee) moves around every 2 years to get experience and they rise up! How else do they give the chosen one experience. It isn't because they have actually created something amazing. Now, there are a few still left that indeed did produce. But look at the risen ones, under a female president that ran the women in engineering glee club, and tell me their accomplishments.
When will em get rid of the most useless group that has destroyed this company aka as corporate development team. Not one person including the people who run that division know what it takes to create value in this company let alone how to do basic math
Chloe got that yummy bo--y tho.
@pv most of the STEM resumes from women I’ve seen have outclassed their male counterparts.
@m8 Im not sure why @m8 is being down voted. It is true that there is a full pay six month leave for maternity that applies only to females. And the RTO policy is very light-weight. I have seen many instances in my area (STEM) where females were hired with resumes that would never, not in a million years, got a male hired. It’s just a fact.
AI Analysis of Post ID: @m8+1krrr9bgp was done. A snippet of output is below:
Regional Context (Minnesota)The original post specifically mentions "white Minnesotan women." While Medtronic is headquartered in Fridley, Minnesota, and has a large local footprint, their global and U.S. data do not show a workforce where white men are being excluded from success.Instead, the data suggests:Men remain highly represented in leadership (56%+ at manager level and above).The company is actively pushing to increase the percentage of women to reach a more balanced 45-50%
Key Takeaway: The post describes a perception of being "pushed out," but the hard numbers show that men still occupy more than half of the leadership positions at Medtronic
I am largely ramped up to AI usage for most of my work in software engineering. The AI shows the data does not support the claim to a general level for Medtronic. Statisticians would describe it as selection bias or observation bias.
With that said, are there statistical clusters of incompetent management? Yes. Given the large size of Medtronic and the multiple levels of management, there are definitely examples of incompetence. So, I do believe the poster is describing such a situation for the immediate environment of the poster's work project. But does that generalize statistically to the entire company? The data suggests no.
As for me, I am staunchly against AA/DEI. The best statistical argument against it is by Dr. Richard Sanders. Work like his is why AA was outlawed in college by SCOTUS. As a STEM engineer with multiple master's degrees from a minority background, I supported the end of AA/DEI in college and work. I have seen negative examples AA/DEI and know how it can hurt the intended beneficiaries.
But I did not see examples of AA/DEI when I was at Medtronic. I saw very competent mid-level managers and directors. IMO, regardless of gender or ethnicity, they weren't given the time or resources for their production deadlines. It was a nightmare job. I saw turnover at director level. Managers always seemed uneasy about stability. But they were all generally competent.
I have seen "unqualified DEI-promoted" managers at other companies. One was a Mexiccan product owner who did speak English very well. But if you call him out he will yell racism and threaten a lawsuit. The HR and business management of that company backed off out of fear. Meanwhile, I made a long presentation of how his work led a six-week product delivery to go over deadline by about a year and caused multiple turnovers due to bad requirements and conflicts he created. The technical managers were on my side and didn't want to work with him anymore. But the business managers had all the leverage. They promoted him to principal product owner - a guy who didn't have the command of the English language. Go figure.
So, yes. I have seen very bad examples of DEI/AA. There is a long list I can point to in my career. But Medtronic was not one of them.
The problem with Medtronic is the set of executives sending jobs to India. HR is also very "creepy" over there in how they do layoffs. It's like the "Twilight Zone" in some weird dimension of anti-logic.
To be fair, given the huge size of the company office in MN, I suspect there are cases of DEI/AA done unfairly againt more qualified workers. I don't dispute there is such a cluster. Mathematically, it cannot be generalized to the entire company though. The data doesn't back it up.
As for me, I figured out how to use AI and my multiple STEM graduate degrees to get back into clinical translational science. The key is an unorthodox combination of clinical and engineering skills that is not advertised but very pragmatic and puts me in a position of unique demand by those types of research hospitals. It should be fun. I figured out a checkmate against offshore jobs, and I love it. Those executive "Gordon Gecko" types can play all the corporate politics and layoffs they want. They can't touch that job in the clinical environment I figured out for my pivot.
@m8 Nailed it. You left out though, the women need to be super assertive, have Nannie’s and housekeepers so they can get su-ked in to the work yourself to death, corporate p-speak culture. I watch them at a distance and winder when any of them will lose their stuff.
@m8 I’m excited about your career change too!
Weird all of my white managers were lazy and incompetent.
@m0 I'm not upset about it because I'm not aiming for promotion, but I'm not sure why you're being downvoted. Why would an office full of women promote a white man to boss them around? It doesn't make any sense.
This company is a jobs program for white Minnesotan women who are raising kids. Easy WFH 6-figure jobs with 6-month maternity leaves and a family-first culture. It's not a place where a white man is going to succeed. This is just reality, and it's led me to making a career change that I'm really excited about.
Only requirement needed for promotion is not being a white male. And we wonder why we can’t seem to have great success. Merit promotions don’t exist anymore.
@g5 Why wouldn't you want someone you personally know is competent to be your boss rather than an outsider who is most likely going to come in, try to do things "their way", and then bolt as soon as a better position is available just so another outsider can come in and start the whole process over again?
All I can say is that I love that Ken Verhulst was passed over as SVP for an external hire with no industry experience! I hope he loves training his new boss!
....managers then become directors, sr directors and vp's. Now you understand why we have "headwinds".
In my facility, all managers are best buddies with the director. They even do not attempt to hide it.
In many of the areas, the best managers were player-coaches and actively engaged in the project success.
Then the HR said managers should have 10-15 direct reports and be like 4th grade soccer coaches tracking player time, post-game treats and parent satisfaction
Worst managers are the "power trippers" . Once the new power goes to there heads, its game over and the entire team falls apart.
Equity vs Merit
Why would anyone want a coworker ,peer, team member to become your boss?
It’s been a common practice to build a mediocre culture…
Because directors want "yes" people which is normally unqualified people
They are being hired based on relationships and not ability.