Thread regarding Cisco Systems Inc. layoffs

So me a good manager at csco and ill show you a unicorn, they are horrible compared to other companies and only prosper by either brown nose or working IC to d eat h

3P tracks these metrics, including employee checkins to the tool. Depending on the org, they may or may not use the metrics they collect to impact, say, promotion or being in the LR list. These metrics are part of employee engagement -- which includes you joining company meetings (or, if you miss it, watching recordings). It's big brother. You may not believe it, but it's true. Pardon the digression.

So make sure that in your weekly recording in the tool, you properly indicate if your manager actually met with you. That will roll up in their monthly/quartely metrics.

@e4 As someone already suggested, make sure you list your accomplishments -- ideally sent via email, even if duplicated from that check-in tool.
If your manager is canceling, be proactive and schedule the 1:1 yourself.

@e4 From employee records, I agree that there would only be one manager. In practice, one can have and report to multiple bosses -- such as in virtual orgs. I've been in this boat for over 5 years while at Cisco, so I can attest to it.

@c6 1:1 is valuable if not used to micro-manage people. As a former Cisco employee who manage people, I use that time to listen to my direct reports beyond work that they already do. It can be used for development discussion, or see what's going on with their lives. It is useless if only being conducted because it is part of a checklist.

@fr Ugh, I check 4 on that list. But then again, it is not really a news to me.
If I only had energy to look for a new job. I'm drained out...

@vg Nothing against Indians. They are great to work in most roles. but they make horrible managers. They try to bring their hard a-s mgmt style from India where they're used to people kissing their a-s. That ish doesn't work here.

Weak people tend to fade away. Time to shut the curtains.
"Violin playing in the background"

@tv+1jvzh47ss That's how those managers are. Born to be corrupt. Once corrupt, always corrupt. You can't teach old dogs new tricks.

@cw how does the person being Indian come into play here? Is it just your bias or stereotype? I noticed you didn’t feel the need to call out the nationality of the other managers.

My manager is kinda the same. Often cancels 1:1s or moves them last minute. I’m sure some of it is just being busy as a manager, but it happens more often than not. I’m pretty jaded with the review process because the last couple years have been pretty bad. No promo, shrinking RSU grants, insultingly low raises. (Very net negative when compared to inflation). It used to really stress me out, but I’ve just decided that if I don’t get promoted this round, I’m just going to leave ASAP. This was with the backdrop of my manager saying I’m doing great / and am a strong performer.

Know which one of your managers is doing your performance review. I would send out a weekly status report listing accomplishments/tasks/issues, copying all of my current managers. The manager that I directly reported to would prioritize the task list if needed, but usually trusted my judgment. If the task was for someone over his head, it obviously took precedence. All managers learned that I could be trusted to complete tasks timely and in order of priority and severity.

This can easily be explained, your managers are not communicating as their primary business focus doesn’t cross. So you are never discussed between the two and each assume the other is providing adequate management coverage for you.

Matrix management is not uncommon. You need to document all of your current tasks from all managers and be continuously updating all of them with your progress. You need to manage up. It can be done.

Like others have said, HR is not your friend and is there to protect management, not you. HR will simply give you more work to do while making you dance like a fool. Transfer or find another job. Get a lawyer if you are being unfairly targeted and negotiate a severance agreement.

@e4 I was up to 4 “managers” to report to for about two plus years ago. A direct manager, a director, a pm, and senior director. All had status meetings and check-ins. The layers of management make an onion jealous.

@e4 OP might be talking about real manager per HR and pseudo managers like PE/TL/PM.

@OP You might be getting managed out of your job if:

1. Everything you do is suddenly micromanaged.
2. You're being given impossible tasks with unrealistic deadlines.
3. You're excluded from important meetings.
4. Your responsibilities are reduced or shifted to less desirable tasks.
5. Your achievements are ignored or downplayed.
6. Reasonable requests for time off, training or resources are consistently denied without valid reasons.
7. Your position or similar roles are being advertised externally.
8. You're penalised for minor infractions others get away with.

"I have two managers I report to".... really? Highly doubtful fruitcake.

You're being told to move on. HR can do nothing for you.

Being a first line manager (FLM) is always tricky as you don’t contribute directly to customers deliverables, but manage ICs. They become the easy target any LR, basically your role is to be a conduit to senior leadership. It’s always the middle layer that gets eliminated as AI is making inroads.

We had a reorg and I went from being in this role 3 years working for a phenomenal leader to some uptight Indian guy. He was the worst. always on my case. I just applied for another role and moved out of the org completely. Better manager who doesn't micromanage like that Indian clown. Life is good again

which one is it? you say your reviews show you're an outstanding performer but then you say you've been told you drop the ball?

if you really are an outstanding performer you should have no problem in simply switching roles. that's what happens when you don't like your current situation. people who have the skills or pedigree change their situation instead of whining and tattle-telling to HR introducing all types of unnecessary drama

Fake news !!!

the 1:1 is such a useless ritual, you should be glad you are being spared

the most likely motivator is that your managers think you are fine and don't need the constant faux-supervision of the weekly 1:1

in groups I have been in where the staff performs well and is all relatively senior, it doesn't take long for management to back off the constant supervision

Offer up to your direct manager to shoot the five!

HR exists PURELY to protect Cisco, NOT you. Ask any CHRO who is willing to tell you the truth. They will eventually target you to for lr or fire cuz you will be seen as a threat to Cisco.

I've reported to multiple managers before. It's not a sustainable place as neither manager "owns" you making your existence more of a problem than a benefit to them.

Talking to HR is a last resort and I wouldn't talk to HR without talking to an lawyer who specializes in employment issues and have them go over copies of your reviews and any other feedback on your work. The best path is you find a way to work with the managers to ultimately report to one of them. Next best is to find another group nearby where you can transfer to report to one manager. If things get testy and you have a good case there is a possibility you can negotiate a package with a non-disclosure agreement so it appears that you silently quit and no one can be the wiser.

Yes, contact HR

Lol fake post