On a scale of 1-10 (10 being highest morale), how would you gauge yours and other people's morale in your group and your inter-groups radar?
Is there a lot of active talk of job hunting and have you observed productivity fall as a result of the resigned mentality of constant quarterly layoffs?
3.27
@YfAFq8y-hsae "Bonuses"? What bonuses?
If you want to keep score, check out what other companies are currently paying. Your jaw will drop!
3 morale is low because even top performers are not getting the good bonuses. My VP before he quit opened up to me and said that bonuses are mostly given to directors and PEs in my group. It's good for them. My response to him was that those slightly below PEs may leave for better companies. If Juniper really wants to retain good people, then reward more people, not just the directors and PEs.
6...decisions and politics issues
CTO morale is high only for BK and his underlings. Others are pretending to be on board, knowing that microservices make sense in very specific contexts only. Executives like the project just because it came from Google.
@YfAFq8y-bxzw Those are the only growth areas
At Juniper, yes. Maybe one other little known subsidiary... http://www.juniperanalyticsllc.com
I am thinking that the morale in CTO group must be 8. Many smart Google leaders driving innovation project like ATOM.
@YfAFq8y-bxzw Those are the only growth areas?
*-5pvt, you say "if you are a high performer in a needed area, then you should be fine."
What "areas" are "needed"?
Facilities? The Gym/Fitness center? The Cafeteria in Sunnyvale? HR? Finance?
@YfAFq8y-5pvt This person must be a Sr. mangaer who's drunk too much kool aid.
You know...it's not perfect at Juniper, but every place has it's problems. All depends upon what you're looking for. I will say the constant quarterly layoffs are worrisome, but if you are a high performer in a needed area, then you should be fine. It's important for employees and Juniper that if you are not into making Juniper a great company again, you should leave. Find what you're looking for because it's not Juniper. You will be happier and Juniper will have a better chance of turning around because the person that takes your place may have more vigor. Why put yourself through the agony if you don't like it or Juniper is dragging down your morale? You'll age twice the normal rate being in a job or company you don't like.
Juniper needs people that are all in. And I absolutely agree that some in senior leadership roles need to go because the status quo they want to keep alive goes against trying to turn this thing around. And would frustrate those with ambition and vigor to return Juniper to the great company it once was.
Juniper is not down and out. Juniper has plenty of cash. Juniper has a strong heritage that needs to be resurrected. It can only do this with people bought into bringing back the magic.
Here is my ask... if you want Juniper to return to its greatness, then raise awareness within the company about people, strategies, and process that are failing. Promote ideas you feel will allow Juniper to thrive. I think it's better to go out fighting for what you feel is right than sitting on the side while you are either waiting for retirement or another job. If we start doing this, maybe we won't have posts about poor morale or layoffs....
7.0, thats high, interesting!
7.0
I can't speak for others, but mine, 2 at best. Even years before the layoffs, many individuals/groups were toxic/incompetent/lazy to work with (3.5)--just bureaucratic paycheck collectors.
The people I respected most have already left and thriving--very envious. That says it all (people who are doers get frustrated and leave due to the clown show). Many toxic people remarkably stay and surprisingly avoid firings due to their scheming politics.
My feeling is 5. It would be 7-8 if the 3 month layoffs and seeing friends go leave for greener pastures wasn't so prevalent.
Current management doesn’t care
2.5
4
2
5 seems about right. Gallows humor is very prevalent.
5