Reason 5 million I can’t stand this place. People never solve a problem long term here. Low scalability then create the situation. To me it’s like a 36 month cycle of do the minimum on a resolution but we will revisit this in a couple of years. Sick of it.
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That’s the trick, a fair number of people have made entire careers out of doing basically the same thing with no progress or results. Some of them also like to invent disasters and parachute themselves in to “save the day” (on something that didn’t need saving).
@OP You curse the same walls
Yet return to them each day
Who holds the prison key?
Everyone must change
Except the one in the mirror
How peaceful for you.
Can’t we all just get along?
@ck, your words were not intellectual, and your intent was well understood. You were trying to be elitist with a backhanded comment. Hang around long enough and you will see most w/the 'hi-po' designation do not reach Exec, let along Sr. Exec. I know several who, as you say changed jobs every 2-3 years and, that were ultimately weeded out, potential was dropped, salaries flatlined. I'm pretty sure that's not how they defined success!!
I’m not in Houston. I messed up staying. Yes the pds is the foundation of all the toxicity. All I did was vent on an observation. A lot of anger going on.
Haha, you think a new job every 3 years your track to a hipo? Good luck buddy.
It’s getting worse with offshoring work to India and ditching expertise in NA. at least in the region, people had enough familiarity to learn from what happened in the past.
@ae Obviously my point went right over your head. People move around every three years to advance their careers, especially HiPos. That's how success is defined. Management moves on, HiPos move on, and nobody sticks around long enough to care whether the solutions actually work long term, except for you. You're the one still watching the same problems repeat and getting frustrated about it. So who's the id--t here? You are awfully angry about a system you clearly understand but keep expecting to change. Maybe it's time to work on your anger issues instead of insulting strangers.
It's a combination of factors: 1. People changing positions, or at least expecting to do so. And 2. No significant reward or recognition for addressing the root cause versus simply addressing the symptoms.
Why put a lot of effort into understanding and addressing the root cause? It won't be my problem in the future. And all I need to do is create some flashy hype about correcting the symptoms for my PDS.
So true and the reason is pretty simple; everything ties back to performance assessment. Do just enough to look good and be noticed “solving” the problem and it sounds great on a PDS. Almost without fail there will be some big initiative to solve a problem that comes out in the Sept./Oct. timeframe and the timeline to complete is usually Feb./Mar. so they can put it on PDS. Many of these are significant changes that should take longer to be well thought out and effective but always create lots of churn and frustration once implemented because they don’t actually work and the rest of us are left to figure out how to make it appear as if it’s working. At sites, these wonderful ideas almost always come from the DH level and they move around so much they never have to deal with the problem they created.
Pay close attention, everything ties back to PDS in some way. I’d say this is one of the flaws in the system, as it drives the wrong behavior and doesn’t consistently incentivize creating long-term value.
@a7, you are a simple-minded id--t, one does not have to be in the same role to observe repetition. Think before you comment.
@OP Why are you still in the same job after three years?