Just curious of experiences with your manager regarding your employee growth. No, I m not Oracle HR. I am a former employee who worked for some pretty bad managers there. Majority of whom had little to nothing to do with their team growing. Most just kept on top of the tasks they were to do and that was that.
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Or an ale has no interest in developing anyone. They just hire kids fresh out of universities an create new projects that always fail. They don’t really care about the job you do as long as you meet all their goals. Technically expertise was never considered on my yearly job evaluation the only consideration was did you answer the phone when the phone rang and did you participate enough in chats. They felt they had a knowledge doc to fix anything and that was failing bad when I left. I agree they are just a holding company milking the last nickels and dimes out of everybody they purchase then lay them off and purchase another company. Corner s the latest they will be gone in 5 years
My old manager has been there for like 25 years as part of an acquisition. I would say he developed zero people. I would say he has zero marketable skills. Somewhat of a kiss up and most likely why he wasn’t rif’d or ever let go but that seems to be common at O. It’s like Germany in the 40’s….keep the people around who won’t challenge you, won’t object, will do whatever you tell them, even if it means getting rid or alienating lots of people. I haven’t worked under the guy for a long time but he is the poster child for what is wrong with O and corporate America in general. Also a liar and thief of people’s work. I never got it but now I realize him or one of his cronies would take the work and put it out as their own. The thing that always was weird to me was like you go home and go to bed every day realizing you spent 25 years being useless and literally not being needed? I just couldn’t live like that. Such a lack of purpose. I guess it was just to put food on the table in some ways. I just don’t get being a little rat or two faced. I think I was just raised better or I’m actually an adult.
Mine did. He encouraged his entire group to use up all of his training budget. In return for this goodwill gesture, O chopped his entire group, including the manager. No good deed goes unpunished.
OP: No. I left in 20201.
meant to say: Are you OP that reposted in 2022 post from 2018?
if so, we much in common.
Are OP of posts in 2022 and 2018? If so, we have much in common.
Some do.. some don't. Some will proactively ask what you want to do in 2-5 years. etc. Some will require you to be proactively in asking the manager.
For me about 50% rate over 4 managers.
I read this. Thought about my own management. Now I can’t stop laughing.
OP here. Thanks for all the candid responses. I somewhat thought I might hear the same theme. Of the managers I had in the GBU worked, all took my work and took credit for it. All useless men. All weak men. I was a hard worker and a positive guy, but their tactics wore me down. I still rely on karma at this point. Don’t wake up wishing ill will, but everyone has their day. It’s somewhat appalling to me that these people consider themselves leaders or mentors.
They don’t how to help. They know anything about development. Too many years of promoting based on favoritism instead merit. They don’t have a clue that’s the reason you keep hearing they take work from employees and use it to get promotion and they don’t give much work to their favorites that they promote so they don’t grow. Therefore the company has been stuck with what they had decades ago.
- That’s how development got lost. The smart people got layed off and are now ar the Big 3 and some have now left there doing well with their own startups.
Life after Oracle is much better.
Most in mid mgmt have ruined Oracle and the lives of many. Don’t let them do that to you.
There are jobs out there for Oracle employees. They know that former Oracle’s employees work harder because they appreciate being appreciated.
That’s about the d-mbest thing a Big Tech Corp could do other take work from employees call them commodities & self an Oligarch? Yeah, right…. We’ll see where this story ends.
Yes. They have been helping "develop" my b*tt hole.
Some yes. Most no!
Those who helped were let riffed.
He||s NO!
Oracle managers are too busy either propping up the terrible or fighting a losing battle against it. Keeping their own heads above water, if they aren’t trying to push others under.
That’s the best Oracle metaphor I can think of on one cup of coffee.
I wish I understood the plan, but I don’t.
It’s a lot of talk and not much action.
Oracle is weak in so many areas. SC and LE keep getting richer they are loyal to anyone except themselves. They will get a big surprise soon. They may not care and that’s their problem, it’s a big problem. Money is not everything.
RULE 14
Don't Fear NDAs
This corporate code of silence . .. creates a climate where ongoing wrongdoing can occur with virtual impunity.
- Senate Report, Sarbanes-Oxley Whistleblower Act
he law on nondisclosure agreements has radically changed since whistleblowing exploded in the workplace. Corporations historically used their economic power to have employees sign highly restrictive nondisclosure agreements, or NDAs. NDAs are regularly included in employment, severance, or settlement agreements. Although corporations have the right to protect confidential information, they cannot interfere with an employee's right to report crimes to law enforcement or regulatory authorities.
The battle to ensure that NDAs cannot be used to suppress whistleblowers from reporting violations was first fought in the late 1980s by a journeyman electri-cian, Joseph J. Macktal Jr., who worked for the multinational construction company Halliburton/Brown & Root. He was fired from his job at the Comanche Peak nuclear power plant after he raised safety concerns. He filed a whistleblower case.
Brown & Root wanted his silence and was willing to pay. Macktal's attorneys strongly urged him to accept the company's offer. Macktal felt trapped. He documented his opposition to the settlement and even recorded his lawyers delivering a threat from Brown & Root: If you do not remain silent, Brown & Root will "follow you to the end of the earth." Macktal thought he had no choice. He signed the deal.
As part of the settlement, he agreed not to testify about any of his nuclear safet concerns. If subpoenaed, he would do his best to resist service. He agreed to keep th entire deal strictly confidential, and if he ever told anyone about the secret settlemen Brown & Root could sue him, retrieve all of their settlement money, and force Mackt to pay all the company's attorney fees and costs. Disclosure meant bankruptcy.
The settlement ate at Macktal's conscience. In September 1988 Macktal did son thing that no other whistleblower had ever done. He publicly released his strictly con dential agreement and requested that the Department of Labor and Nuclear Regulate Commission strike it down as void against public policy. Macktal placed everything risk to do the right thing. If the agreement's legality was sustained, he all but admit to massive liability, risking a Brown & Root counter-lawsuit for breach of contract.
Macktal's actions were unprecedented. No one knew how the NRC or DOL. they were both scared of Brown & Boot so, Macktal and attorneys went to Congress. Congress was outraged at the corps agreement. They sided Macktal.
Thus, the Dodd Agreement was signed in 2010. SEC setup whistleblowers account and millions have been paid out to anonymous Whistleblowers. SEC set this up to ensure that people would be oriented from employee abuse.
Take notes when your manager degrades, deflects. Etc. Never know when your notes will be needed Some have copied every post on Layoff.com and arrangements have been made to protect the whistleblower
Because there is proof of illegal activity of the one, it will be used to cleanup Oracle.
Honestly the most help I had was them being hand-off. Development wise, all said "look what to do on your own" which is fine but I never felt a manager did something for me to grow.
If by develop you mean steal credit for my work and give my projects to cronies, then yes.
The first line managers did what they could, but a lot of the technology was terribly out of date, so how can you develop working on such things?