They are absolutely not interested in the fact that I must take time from my own duties to fill in for the colleague who left the company.
If they cared even a little about it, the replacement would've been already hired. And of course, now I'm starting to seriously think about leaving.
It seems that as long as we work for missing employees, GF will not hire their replacements?
This has been going on at least a year, maybe two. This is by design, it's a big part of cost savings project: squeeze as much work as possible from the existing people. My team collapsed earlier this year when more than a half quit as a direct result of this squeeze. 1st line manager knew. 2nd line manager knew. Department director knew they pile way way too much work on us, but they kept piling and lying in our faces that it's us who are inefficient and underperforming. They got what they deserve.
At this point, every single manager at GF is an unethical dishonest person that should be unhireable
Hiring freeze yet they hire another executive. Head of supply. Genius. How many techs did that cost us?
The managers should be called out and held accountable. They basically are conmen not telling us whole story etc and in many cases straight up lying and misleading us. I can tell many from posts on here that people are scared to mention. But you are protecting them inadvertently. And they don’t deserve your protection. Some of us are about to loose our jobs. Your mortgage, car payment, children’s health insurance, etc. are all in jeopardy and we are still loyal to them and protect them and their incompetence?? I promise you they don’t care about your loyalty as they go home feeling safe and secure because they know their payments/bills will be taken care of
@rfz When people tell me they're going to escalate and name drop their managers or directors, I just ask "Who is that?". The look on their faces is priceless.
@ywb+1jPEEw38 Gotcha.
Yes, I would say mostly lack of TA staffing. With ER it seemed to feel like TA was just an inconvenience that she threw minimal resources at, until it was too late.
With the attrition rates at GF, even if it did have world class TA org, I don’t think hiring for replacements, let alone growth, is feasible. There just aren’t that many qualified ppl willing to work what we pay especially non remotely if they are early career
Perception from leadership is that we should be competing with intel, ibm, and even meta for talent. I don’t think you need to work at GF very long to realize that dog don’t hunt.
I was laid off during first pivot and am so happy that I was able to get rid of this he-l GF which has deteriorated in same pace throughout these years. When I look back, I do not see single person in leadership who I can call competent and technically knowledgeable. GF is dying in its own spiral and matter of time it will be forgotten and lost. GF which was started with petro dollar from Abu Dhabi was formed to compete with big foundries has failed miserably and continues to decay in last decade or so. It was just unfortunate that GF was never able to get a single good leader who could define its vision and keep it on path to its intended path. Worse it got CEOs like TC who are short term thinkers with no vision. Too late but saddens to see GF dying this way.
@xxt I'm not talking about now or three weeks ago. Not backfilling has been a problem for a few years.
@aqv I guess it depends on your role. I can deliver the results I was hired to deliver in 40-50 hours a week as a salaried employee. If you can do the same in 35 then more power to you.
I’ll bet recruiting people will get laid off soon/outsourced 100 percent
That's not quiet quitting. Just do your 35-40 hr/week and then shut your laptop and walk right out.
@rfz+1jPEEw38 Well TC announced a hiring freeze so I would not count on HR and TA coming to the rescue anytime soon. Tough to hire anyone without openings/budget.
Just take a look at the job openings on the gf site. All EFK.
To protect yourselves: just quiet quit. Put in 40-50 hours per week. Self prioritize your tasks. Rely on your manager to adjust priorities if needed since people will escalate regardless.
and I agree on the hiring part and have the same experience. I am starting to think it's a concerted effort to stall, because there's no chance HR/talent acquisition is this bad at their jobs. Or maybe they are understaffed too. I guess we will learn the scope of everything on December 1st.
I would say my duties have tripled/quadrupled in the last 2-3 years. And I think you are right. My manager says will find replacement, but we never do and eventually becomes new norm until someone else leaves. And cycle starts again.
I can’t tell if management doesn’t want to get replacements or no one is applying though.