At least in in the 2 divisions that I worked in, the pay was terrible. Why would anyone want to work harder when every 3-4 years they freeze pay.
Things got so bad with the lack of effective technical leadership who didn’t really understand the modern technology landscape. The business people paid attention to buzzwords like AI, machine learning and big data, but I didn’t know of a single team or engineer who had the background in those areas. Keeping up with the rest of the industry was a joke. We were using tools from a decade ago. No investments were made in people or equipment as it was the case we were always short on hardware to develop on. We were using a single license illegally of a program that 30 software engineers needed to perform their job by not paying for extra licenses.
Then you have people who are suppose to be leading engineers and who instead of enforcing patterns and architecture were fixing bugs entry level engineers should have worked on. Also people who had no experience or desire to be managers being managers. Completely unable to coach or lead their projects.
All of the above resulted in products being late by years and delivering a fraction of the functionality that the previous version of the product had and with many more quality issues to make matters worse.
Meanwhile you have acquisitions that were 100+ million that failed to deliver value, where most of the initial leadership and technical talent left after being acquired.
Why would the underpaid existing Emerson employees want to innovate in that environment.
I thought this deserves to be on the front page. It was posted by @1lhv+1fLqu1PC.