Will be announced in October. RSUs will now be annual vesting and MBOs will also be annual. Why does this matter...you'll still get the same dollars just once a year...right... Unless of course FLD downsizes again say in June. Then you'll get nothing...Will he do that? Well he did take away 50% of our MBOs after the quarter was already over. He took away money we had already earned. This will be a further step to reduce costs. Plus this will de-incent us from leaving during the year as we'll leave money on the table....
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Mondays have become a Russian roulette game. Will I get a notification I am out or not? Would I be able to log in to my PC or not? During the last layoffs, some line managers did not know that their team members got fired. Someone above took the decision based on salary (the higher pay, the better chance to get fired) and sent an email to notify the "lucky ones". Now, think for a second. If HR ignores my line manager and I can be laid off any time, how can I believe him when he assures "We are doing great, all will be ok"? Another option is he lied that he didn't know about layoffs.
That said, how encouraging and motivating the current atmosphere is in teams. Are you asking me to go beyond? You must be kidding.
more of a tier 2 company now, Services revenue more than Sales. Sales are aged box shifters who don't know how to sell software. 3 layoffs in 3 years, teams being reduced in number with no back fill, being asked to do 3x or 4x their day to day, potential changes to compensation. FLD had a 5 year vision to move f5 to a set company and get to x$m. he has clearly failed. F5 cannot be resurrected by getting rid of middle tier aged extremely knowledgeable manegemtn, it needs to get rid of SVP and above as they clearly have lost the plot. If I were Macadam, I would be wondering what the he-l has happened since I left. I know of at least 35 people in EMEA alone who are now looking to leave within 6mnths. Next they will either do another riff before the new financial year or start to consolidate down on business units. Anyway, all I can say is that I am glad to get out when I did....
I'm all for diversity and inclusion, but prioritizing that over everything else will surely destroy the company. D&I stats won't amount to a hill of beans when the company goes bankrupt.
And F5 strategy amounts to data and AI? That's comparable to a military general saying tanks and planes are the strategy.
It's time for new leadership.
Stop attending FLD presentations. Don't RTO until new leadership in place. Because if we don't get new leadership soon, D&I and RTO won't matter when you're laid off.
So, the Executive team received what should be more than alarming results from the latest survey. Clearly, the F5 employees are losing faith in FLD to make the right decisions. Between the compensation cuts, the layoffs, the recent strategy meeting (of which l the actually strategy was the same as it was 6 years ago) and the latest political message from FLD which shows his disagreement with SCOTUS, it is clear that F5 is not company that will continue to put politics and wokeness over business.
No matter your political views, this course will continue to sink the company.
Sinking ship..get off while you can, poor decisions my executives the last 5 years... revenue recognition will bite them. Cutting costs hard, no sales, more layoffs coming soon..wait for this qtr and year end numbers... fire the executive staff to save the company
Anyone else think F5 is struggling behind the scenes? A lot of these moves seem really desperate to me... makes me wonder if the company in general is struggling.
The quarterly awards were a nice motivation for individual contributors to do their best in their roles and a lever for first level managers to reward and recognize effort and outstanding performance in a timely manner.
This is a huge mistake. Another warning sign to heed.
During the pre-recorded "strategy meeting", he asked employees to "go beyond". Good luck FLD and the rest of management! You proved to be delusional. First, you asked people to return to the office, as many useless middle managers can't stand the feeling that teams work perfectly fine without them. Then, you cut bonuses. Now you plan to sc--w up people by changing RSU and MBO payment plans. It's time to look for a better place where skills and knowledge matter more than sitting in the office and wasting time in the traffic.