How is everTone doing?
22 replies (most recent on top)
@OP at least 2 ppl on my team had other offers this spring and turned them down out of loyalty. Thanked by upper mgmt with low mid years and no promo path. They are actively searching for other roles. Direct mgr pleading with them not to leave yet due to no backfills.
@OP confirm partner team got low mid years. Top performers are angry and already searching for other jobs.
@hy what’s maddening is GF had a pretty good Q2- beat revenue guidance and strong FCF. Q3 guidance was down $25M, though. So market is judging GF soft SAM. Employees did our job in Q2. Layoffs if they happen will be bc of market conditions and technologies that past leadership chose to focus on.
Death, Taxes and people quitting GF, are the most consistent things, 😔
Things are not looking good. Pivot time
Is there a mid term review?
Don't understand half the replies..
Another exercise coming?
@pd other companies to check out or stay away from:
GF: if you have a good relationship with you mgr, but higher level manager is not aware of what you do, ask mgr support to help you get on another team.
Musk companies: Musk has done vertical supply chain to bring jobs to US and ethically source products. Culture is focused success, though. Elon drives teams HARD.
Samsung- jury is out. Big new fab, but… you will be capped out. Never be able to make it into leadership. It’s massive, but still a family business.
Intel- no go on jobs. I want Intel to succeed, but it’s tough to see how they dig themselves out near term. Stock is prob undervalued…
Google… not safe for jobs, they are going down in the next 2 years. Major income streams are search, email. They focused on ad streams and stopped serving customers. Services are essentially unusable at this point. People are switching to AI for search and other email accounts for privacy. The writing is on the wall unless Waymo, etc take off.
Not sure what is going on with mid-years, though what is being said here is consistent with what I’m seeing.
However, I still think GF is one of the good guys trying to help US jobs/economy, ie: $16B investment in US fabs. Remains to be seen, need to see progress.
TSMC is focused on new technologies, moving away from older tech nodes. UMC main competitor right now.
UMC is persistent behind the scenes recruiting GF customers. GF needs to focus on employee retention, stability (non-stop reorganization are ki-ling us, we get blamed for unrealistic expectations by mid/senior mgmt) and work on customer service. These are where GF is losing, NOT technology. (Though we are a bit behind UMC in some areas technology wise.)
Should you look for another job… yes: at Apple, OpenAI, companies you see stepping up with investments in US.
I would not waste time on Microsoft, Meta, AMD, etc). They are worst offenders. MS laid off 9k workers recently and meanwhile applied for 9k H1B visas.
Feel free to fact check me.
@hz Wake up from your dream. Don’t waste your time… We should just quietly live off the government money. Free money Free money woohoo!
Don’t fight it. The writing is on the wall. Start looking now!
@am you can appeal - if you don't know your HRBP you can find them in your teams account profile under the 'contact' section. Gather any and all supporting data and appeal to your mgr and HRBP via email (paper trail). Be prepared to fight like he-l while remaining objective and most importantly, calm. The HRBP will likely default to supporting the mgr so your case needs to be airtight and ironclad. Petty grievances are not worth the trouble. Hope this helps
Not great - been at GF for 8 years, never had a bad review until this mid year. Booked as off track for some enterprise level OKRs (very little control over as an individual contributor). Feels like an intentional sidelining to tee up for RIF. Who knows - strange times at F8. Q2 earnings don't inspire confidence in RIF avoidance.
GF HR folks are a bunch of id--ts, they make the rules up weekly based on who and what level you are. You want to lower costs, start in HR, many complete id--ts working there, get rid of them!!
Over 10% layoff is my guess. Wouldn’t be surprised to see 15% though!
The planning has begun! Buckle up! Any guesses? 5..10.. 25% Yikes!
@am bump. I’d like to know too. How do you correct it without arguing? There’s no point in arguing… so double-down on people who don’t see it or spread even more thin tracking down limp leads in a bad job market?
@am I hear you. I think that might be the norm now. I look around at all the good, smart people at my last company. Many have been laid off. At the time, they were considered top performers. In my current job, good, smart people have been let go, too. You see how short the hire-to-fire cycle is and even if it’s someone you didn’t like, you realize they weren’t around long enough for anyone to tell if they did a good or bad job- that goes for everybody but it’s esp clear when looking at execs.
I’m starting to see this as a reality of how tech works now. There is no accountability for big corporations and exec leadership gets bounced anytime there’s a mishap. That slidfesdownhill. Made a good impression on someone? Helped someone? Doesn’t matter. They’re not around anymore and their not employed somewhere else where they could help you get a job.
there’s no long-term focus and every single person’s job is only as safe as the latest re-org chart.
I’d love to hear other perspectives but I’m thinkin’ the only way to stay employed is stay low and way over-credentialed.
But,,, then you get expected to train the interns and TAP kids… so you build the tools, train someone cheap to take your job and then where are you?
What do you do though if your review is completely wrong? Like your manager completely misunderstands what has been going on both positive and negative?
@a9 I completely agree with what you said. The review results don’t really matter. HR will let you go when they want to, even if you received a TOP. That’s why you need to build political savvy. More than skills… This may be a tech company, but politics are what matter most here. Insane, huh?
@a3 ALWAYS be looking. Reviews are written so HR can layoff anyone anytime and wash hands clean for the execs. if ur in a role they don’t want anymore, ur out and it’ll be ur fault.
@a1 seeing the same. Top contributor got meets. Solid contributor got needs improvement. What are mgrs saying? What should ppl do? Do they need to start looking? It’s a tough market. Better to spend time on doing better in role or find a new one?
@OP my team and partner team not good. Mgrs were limited on max review rating for solid/exceeding performers. Worried about retention.