If you were part of the SLT, what would be your plan to reinstate trust with the company ?
This is a question for the long term folks who have lived through this relationship.
17 replies (most recent on top)
Fire. Every. Single. Manager. Start with the CEO
I think we should all ban together and rebel! Time is great for this. Revolt!! They are having a hard time keeping people so they won’t fire people they are desperate. So great time to speak up and take back and call out bu-----t when it comes up!!
Viva La revolution!
Burn down GF, liquidate all the assets and send the management to jails could be a great start.
@3zcp sounds petty, but maybe "par for the course"
Capable people will not get promotion as they will become same level as manager. If manager not getting promoted you will never get promoted. Two people started Career at same time one will be same level another promoted 3-4 levels.
There is no hiding from:
1 - The large layoff under TC
2 - Merit is way below inflation. We get dressed down by PB for a typo on a PPT that has to be fixed immediately, they will take 6 mo addressing inflation.
3 - Most directors create work to validate their job vs make the company more money. Most are also moody/unstable.
4 - Leaders here, use fear, that is emotionally taxing, vs actual help.
5 - Leaders hate bad news, because they don’t know how to help.
Think the fastest solution is $ followed by fixing director up to VP level. Have to do both.
You are correct. I work on some special projects and technology based agendas on my own. Have been for years. Effectively even though I am part of a larger team; I work solo with little input, help or oversight from my management chain. Which is nice I have free reign to do whatever it is I gotta do.
About a 6 months ago I was asked to draw up 1 pagers on each of these projects. At first I thought it was just an update status request. But then I was asked to flush out some other bigger pictures points and how it will help gf financially etc. ok a bit more then status but fine…. So I did it.
Few weeks go by I see my work in my 2nd lines portfolio being used to justify a promotion. A bit reworded to sound like they were leading and supervising all along. I asked for them to remove it and I was not comfortable with what they had done with it.
Eventually went to third line to explain. 2nd line got defensive but under some questioning and scrutiny it was clear they did not know really anything they high level what was on the slide for each project.
So yes be cautious of who uses you and or will steal and claim ownership of your work.
Question for SLT:
GLINT survey PB spoke of addressing managers with low survey scores. That's great. But what about the managers with high survey scores, little to no attrition in their dept, yet they haven't been promoted in years. These great managers are used by the " uppers" to justify their own promotions up the dorector ladder.
@1ink+1h0tMMTR Glint survey will not impact managers unless you have a very low rate. The interesting thing is I got a higher rate and my manager got the lowest, and he tried everything he could to humiliate you and depreciate you in his manager staff meeting. Try to show how poor your managing skills and think that you are you stand on his side.
things were really bad in 2013/2014, and TC took over as GM at Fab8. He had in-person round tables across every shift and a common complaint was HR. His response at the time was that managers were to blame instead.
Policies are pretty clearly outlined and managers have to enforce them. If managers are deferring you to HR then they aren't doing their job. This is true in a lot of cases. Pre-2018 I would say policies and changes were trending negative but after that there's been a lot of positive changes since. Of course it's all dependent on the issue at hand and the policy/policies surrounding it.
GF used to push "core values" pretty hard and one of those was "we tell the truth even when it is hard". I am guessing there hasn't been honesty or transparency within the HR organization, and problems have been hidden or sugarcoated, ultimately resulting in inaction. If none of those are the case then I would blame the SLT for not trusting or empowering HR to make the changes needed to maintain healthy staffing levels, morale etc.
There could be collusion between HR and SLT too, which would be more concerning. With no evidence of turnover at higher levels in either organization this also seems possible. They also had the gall to share the "slightly higher than" attrition figure during the GC, that exactly no one believed.
All smoke and mirrors brother.
Same with you mid and annual reviews/ratings….
It’s not real - never was
Don’t believe their lies
do the glint surveys actually matter, or is it just data to self-reflect on, assuming the individual cares enough? Like, what happens if a manager gets poor ratings from a glint survey? Is any action taken? I hope it's not just "training"
Yes hr has to go.
But also agree the all mgt chains up to 2nd maybe 3rd line also need to removed. Not some -all.
Once the trust is gone it can never be rebuilt. They all need to be let go and replaced. Not moved around into different roles but removed entirely. So that their replacement can reestablish trust and a healthy working environment and dynamic
I would purge HR and reach out to the people they unfairly PIP out.
Purge HR from top to bottom and replace with an outside contractor. Their terrible policies, arrogance, and hypocrisy are what drives the attrition.
Honestly new leadership and management. I bought into their lies and stories for so long that I am personally ashamed and embarrassed I didn’t realize all the scams being run by Globalfoundries management and leadership.
The trust is gone. Even if they are good decent people; as managers I will never trust or give them my all ever again. They can be moved or reshuffled but if my paths cross theirs again I will go in mistrusting them and the situation. Guard up big time.
So for GF to truly fix this or course correct it needs clean slate. Entirely new 1st line and 2nd line management and leadership. It’s not that I was those in place now to be punished, but rather I will never fully trust or believe they are doing best or right thing for the company or the team or my career.
Gut them all and bring in competent leadership that has been educated in management. First on list should be any manager that has even slightly suspicious past or dealings. Where there is smoke there fire
Resign.
10% pay bump across the board immediately.
Inflation sucks and most people are leaving for a 10+% bump so do right by the people.
Those kushy stock options level 7+ got in addition to bonuses need to be trickled down and at a discount.
Pay your good section managers better. You have the scores. It is bad enough the level 6s from what I understand only qualify for aip and don't qualify for stocks or any shipment or QBP. Those individuals really got boned. Most moved to more people for laterral pay.
Take a cold hard look at the promotions. Entirely to much favoritism. I Asked my manager for a solution and he gave a really good one. Something like cross module ratings. IE another module rates the promo candidates. All user data is hidden and only the compass accomplishments and writeup are listed. Cuts out bias entirely.
That's a good start.