Tell your boss the truth about how bad it is and how much time and effort it would really take to fix it
If you’re above IC make sure your reports aren’t sugar coating it for you
Remember this went all the way up to Pat, Pat telling us it was better than it really was, and is why some of us don’t like him
@db like Nietzsche you can say Ecce Ho-o and I am a destiny
Long time veteran here. I told you Pat was part of the problem. He was part of the culture shift when things went off the rails.
They need to fire people like me. Communication major, currently in technical leadership positions, hiding in data center good old boy network. People like me are the cause of culture rot. We fail at our jobs but we can hide from layoffs.
Astounding stupidity of Intel if the answer is political join a party and win elections! LOL
TD is a waste. Literally ruined the company
Too many lies in Intel. Managers are so used to tell lies that they do not even feel ashamed. A few real examples:
Overall, nothing came out in 2024. It is a complete waste of 12 months. The managers telling lies to Ann and LTD Staff did not get any publishment. Instead, they pictured rosy results to LTD Staff and made a good deal to promote themselves. This is the trick of how ATA managers does FAKE marketing all year long.
Many such silly cases that managers are blocking progress. If anyone want any collection of those and an Intel history or research how Intel failed, contact me. I hve many first hand examples.
Won’t happen nearly all intel employees are cowards
I think lots of smoke has been blown up peoples as--s all the way up the ladder for a long time, somewhere it has to stop.
Everyone is so two faced. Talks a big game until face to face with their manager
The Core Issue is: After Andy Grove retired the company had a major shift. Intel leaders don’t give a fu-k about what ICs had to say. Ask the Janitor what’s wrong with Intel. If you actually listen he will probably give you a better more honest actionable answer than your highly paid executive princes and princesses. Moore and Grove knew this. You asked for constructive criticism. Next time be careful what you ask for.
I realized the issue with managers at intel was futile when I became one. Our performance and rewards are based on EES scores. If you have a weak part of your team or underperformers, it’s much easier to compliment them and make them “like” you to obtain high scores than to criticize and reprimand weak performance. Doing the latter is time consuming, uncomfortable, and threatens your bonus. It also calls attention to yourself.
Much easier to take a “nothing to see here” approach, make everyone feel loved and valued and collect your paycheck and be labeled as a great manager by HR.
HR has no idea how to evaluate technical output or gauge what is being accomplished vs what “could” be accomplished with actual high performers.
They just look at the scores.
Management won’t listen. They will squash you like a bug for criticizing their direction. They think that they got this, if they wanted your input they would have asked.
Lets Level Set this conversation. I was there 20 years. I saw many many examples if IC's telling the truth and upper management doing nothing but presenting glowing roadmap reviews and going full steam ahead until the lies came out. "Timna" comes to mind. As does "Larrabee" and so many others. I also remember the ICs petitioned the board of directors about keeping the iPhone project. Maybe Intel deserves to fail?
Certainly feedback should be constructive, and keep in mind that many senior manager and certainly the MCM and ELT know exactly what the issues are.
They are trying to best manage that x86 is past its peak and has entered the long decline that happens to all legacy technology.
Opinions differ about strategy, tactics and messaging, and this leads to whatever is effectively possible to deal with the core issue.
So be constructive and data-based, but it is pointless and counterproductive to approach issues as if no one else realizes what is going on.
Like any other company, Intel is a top-down organization. People at the lower levels need to be focused on their role, and if they can't live with how the organization is managed then move to another role, potentially in another company but maybe at Intel.
It is a big company, so there is always someplace to be content in your tasks.
But..... the managers bonuses are tied to performance so the PowerPoints must always look like we are on track. lol. Just pointing that out. I agree that this is a necessity if we want to survive the next 2 years