Why did they remove the leadership feedback tool & process ? How can one report toxic managers anonymously, otherwise?
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In schools, teachers are graded by the number of students they are able to graduate and ranked among their peers. Intel managers operate under a relatively socialistic environment: so long as they can fire 2 employees and hire two RCGs annually, they are under no threat to demonstrate their relative merit based how well they have "graduated" their employees. So, it is capitalism or the wild West for the rank and file, while it socialism for the FLMs and above. The height of his shamedlessness us when Doug Fisher smugly declares:"we learnt our lessons", after burning billions of money on McAfee. In any other company, the board and stockholders would have cried to expel.him with no respect. Zero accountability for anyone who made it to FLM or above at Intel.
I was an FLM before I quit mostly out of protest over ACT (yes, I am one of those non-Intel trolls who still check this board out of curiosity), and the LFT results used to be a part of my Focal evaluation. So at least in some parts of the company, the LFT was taken seriously.
I would have preferred an overhaul of LFT. It was too short with idiotically ambiguous questions that reflected the fantasy world that HR is living in, rather than the actual key points of an employee/manager relationship.
It is actually funny that my team had to do several hours of mind-numbing mandatory trainings every year, but HR apparently thought that if they had to do an LFT that would take more than 5 minutes, it would exceed their attention spans.
This relates to some key truths I learned as an FLM at Intel:
HR does not care if the people chosen as managers have management skills.
HR does not care about developing the managers' management skills (I got three days training on the subject over the last five years).
HR does not care about the quality of the employee/manager relationship.
Nobody at HR has ever heard names like Jurgen Appelo.
Nobody at HR actually cares about the people at Intel. HR administers human resources (my HR rep did not know a single one of my team members personally). That is it.
Yea, some of these were obvious. But perhaps you don't hear them so often from an (ex-)FLM.
They dont care. Even a bad 360 does not bother them. 7 to 8 people reporting to the sama manager have quit inthe past 1.5yrs and jerk manager is still around. He is a bully who needs to be thrown out
In my many years found LFT was a joke. While the survey and results were often meaningful the response and actions were a joke. Good for Intel to drop and not try and pretended to care about people or management quality. Look at the top in CEO and TMG to see what management
MFT/LFT could have been good if proper actions resulted from it. I recall hearing about an FLM who had the second worst score in the entire org. That person's "punishment" was to have an IC slot created especially for them for a year or two with no clawback on pay or grade. And after that the person was right back in management again. One other person with similarly horrific scores was able to remain in the same position with no price paid.
"Raising the bar" apparently doesn't apply in some quarters.
MFT, LFT are shams. Intel Values used to mean something. Intel has fallen from greatness and will continue to fall. there are so many incompetent and bad managers at Intel that Intel is fighting to win with a huge handicap. Combine the poor management practices with terrible HR policies and practices and Intel faces big problems.
We don't care what you all think - BK guess it's not yet obvious.
I've never once been asked by any of the VPs that my manager (he is a director) has reported to about my feedback on him.
It never mattered, just a gesture on Intel's part to make it look like they gave a sheet.
Was this really removed? When? Was still in place late 2015.
They don't give a crap about your feedback