This is an "opportunity" for HR/ real functional upper management to get rid of the deadwoods in all level of management. They exist in every level. Most are old timers (14 - 15 + years) others lesser years. Once they make it to a specific level, senior staff and/or above, they just play dead and collect status and spend their time at work literally barking and screaming at other subordinates. Using insults and fear of embarrassment(?) by CC'ing every possible useless upper level management to emails when an issue is reported and they need someone to look at the issue. They spend their time pointing fingers, assigning blame, and terrorize folks to work over weekend with threat that the issue is already "escalated". How about empathy for the poor engineers who is already on it working long hours to fix it while being continually bombarded with questions from management as to why did it break to begin with. And while he is analyzing and fixing issues, these deadwood status takers, simply find a way to cook up a pretty "story" to present to VP/SVP to cover their rear end... HR folks, regardless of who you layoff, please do your own company a favor and (re)evaluate these management (specially old timers... they are already paralyzed and useless and still fighting to keep riding the gravy train)
12 replies (most recent on top)
I'm a mid level engineer in PTE and my manager who is a principal works his ass off. He works more than any other engineer in our organization that I know and he's a really good manager. Not all old timers are bad. He motivates me to do better.
OP's comments are spot on. Q also needs to get some new "blodd" in the middle to upper manager. The old timers are too complacent, outdated, totally unaware of the current trend/industry and have boxed in mentality. It's time Q replaced the deadwood that is stifling the capable engineers growth and destroying Q.
I think we should all provide feedback of our group in this forum..that can provide Q reorg team real feedback ( I am sure their folks are trolling here as well). May or may not help much but at least we can look back here few year down the line and see how it all went and learn from this experience..
I echo OP sentiment, However I have seen this thing deteriorated only in last 3-4 years...4 years back culture use to be very very different from now..
QCA needs to go.
Eventually licensing will dry up too. And, that will be the end of QC. This is what happen to companies that cater to investors. Who cares about whether QC survives. Investors will move on to the next victim.
HR is followed managers" order, they have no power. Managers will win at the end. Best strategy is to shut the whole department that is making no money like innovation, atheros, etc they produce nothing
Above situation applies to all engineers in QCOM, QCT R&D included..
R&D and licensing is all you need. Don't need chip customers to create IP.
But who will create IP for licensing business to keep making money?
What goes around comes around. Most layoffs will be people who did not play well with managers, and people who leave on their own are people who are sick and tired of the charade. So, many capable people will be gone. They will have to work with what is left. This is the end of QC as a chip company. Licensing will rule.
HR doesn't care. Maybe somebody else will