But that's exactly what it seems to me. The higher ups enjoy cultivating the culture of fear where employees feel panic and stress at the possibility of losing their job and source of income. Did you notice that too?
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The bell curve is enforced at the department level. Managers with 2-3 reports can and offen are forced to give one of their reports a lower rating than expected by their department head.
Sanjay and HR talked about the forced distribution real openly up until an employee sued Micron in 2018. Since then the bell curve has still been enforced but the exact percentages are kept secret. It's a very opaque performance system designed to retain a pool of employees they can quickly fire without severance or benefits in the event of a downturn. The folks on a PIP right now will legally not be a part of the layoffs, they will simply be fired without an exit package.
Hmm never heard of this. Is this the case for every group at Micron? Cause I know managers with just 2-3 people in their group.
The bell curve is basically a forced distribution…in order words your manager isn’t in control of your rating. Instead they have quotas to fill the bottom 10% at the 1-2 rating. The false assumption is that we’re starting with a random sample, which obviously after a couple rounds of this ends up with a skewed distribution.
Can someone explain the whole bell curve thing?
Talked to a Director from Lehi following the TI acquisition and one of the things they indicate that made being a leader at TI way better than Micron is the performance management and annual evaluation system. It was clear that even at the Director levels they despise the bell curve rating system. I sat there and listened to a high level manager admit to having to force lower ratings than what were deserved across their team. These were also lower ratings than what message the managers had been communicating to the individuals in one-on-one meetings throughout the year. This director felt that they had done a great job building a team and had more strong performers then fit into the curve. They were resigned to rotating who got the 4 ratings each year with the hope it didn't demotivate the ones that earned a 4 but got a 3 instead. In some ways it motivates managers to bring in candidates that they know will be middle to low performers to use as filler for the low end of the curve and in times like this, they are good sacrificial lambs for the layoff quota.
It start with the whole bell curve thing which they are exempt from, of course. Motivation through fear!
You're right. These layoffs are taking way too long. It was announced in early fu----g December and it's February and they ain't still gotten it done. Probably trying to force people to leave to increase lose by attrition
The best CEO Sanjay !!!