After cuts, it may be possible to overwork survivors, but not for long.
I don't know what the management planned and why they thought it could be sustainable, but I'm almost sure that already overloaded employees won't be willing to pick up additional work for much longer.
The manager is constantly adding more to my plate and the only thing he achieves is to motivate me to send as many applications as possible.
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Let's faced the fact that it took another 3-5 h/c from India and Bulgaria to do the same job but only fresh graduates pay is used for comparison by finance and HR. This illustrates the song sung by TB, the VPS and HR and the incompetency of GF.
Let's be honest about what the company is doing. If you look at the PDK group or you look at the IP organization at GF the strategy is to get rid of all the development engineers except 1 or 2 at the various fab sites. Then build the rest of the team in low- cost geos like Bulgaria or India. The challenge especially in India is the turn-over is 25-30% per year so for more those areas you keep nobody with more than 2-3 years' experience. This leaves the 1-2 fab site engineers babysitting and continuously training low-cost geo folks. This is the communicated and known strategy for the development organizations at GF. This strategy will fail, you can't be a "differentiated foundry" when you don't have "differentiated staffing/resources". The current senior leadership team through the direction of Tim Breen is ruining GF. As all these new fabs come online over the next year or two and GF loading will continue to fall, the company value will plummet. The only hope for GF is either they replace the whole Senior Leadership Team, or another company buys GF and brings in their own leadership team!!
It is influenced from management
That must be tough getting loaded like a-s. Is this hereditary, or a learned trait?
I have same issue. I bring only experience guy left keep getting loaded like a-s recently. Trying hard to get out. My manager and director both frustrated as well but not sure if they can find job as technically not good. They are a-s lickers that is typical in AME as a whole including our VP.
It’s been going on like this for awhile. Throughout the last 3 to 4 years people on my team have left and we pick up their work with each one that leaves. We are always told a replacement is coming but those vacant spots are never filled. And we continue on until the next departure.
I think this is actually managements strategy. To max out the effort of the employees that remain. I think they lie to us about filling to vacant spots to lessen to the work load per person but really they never had intent to replace the colleagues, who have left. I see a similar situation happening to other adjacent teams too. It must be managements true strategy. Get the most bang for their buck.