- mandatory pay cut back pay - The technical leaders who pulled the company through one of its worst financial situations in company history has not only been not compensated for that monumental effort, but has LOST money (pay cut).
- high skill/low will (https://workforcegroup.com/wp-content/uploads/2022/01/FA-linkedin-07-01-2022.jpg) - because of this lack of acknowledgement of long hours during a hyper stressful time, high performers are actively doing as little as possible, knowing based on past experience that there's no real advantage to doing that extra effort, the thing that actually makes Seagate great and successful.
- P1-P3 rewarded - Many P1-P3 staff have been given promotions & financial rewards, many of whom weren’t even around when times were tough
- Staffing levels - staffing is so low now that Engineering Director level staff are doing technical work, and micromanaging to “get work done”, further contributing to high skill/low will problem.
- Vision - Seagate lacks vision. The message is always the same, Mosaic will outperform our competition, yet (https://blocksandfiles.com/2024/10/15/western-digital-shingled-epmr-32tb/)
- Management thinks they can get away with anything - With now another downturn/recession looming in the near future, management thinks they can abuse and neglect engineers with no consequence. Complacency, lack of vision, inability to actually build and ENABLE a team, all promoted traits in current Seagate management.
- Not paying vendors - Regular cases where Seagate Finance simply doesn’t pay for services rendered, at which point vendors cut off services (DigiKey).
- Poor financial decisions at the top - Fines, bad investments, poor planning.
- Seagate HR - Either no real ability to do so, or lack of interest, in actually taking feedback about work culture to enable change. Hyperfocus on P1-P3 and obsession over interns as if they, and they alone, will save the company.