https://www.unleash.ai/unleash-america/medtronic-if-we-expect-candidates-to-be-excited-about-joining-us-we-need-to-give-them-an-experience-that-feels-exciting/
9 replies (most recent on top)
Marketing does not stop train wrecks!
When I was young, I often kept HR in the loop if I felt a conflict was happening between myself and another worker. But over the decades, I learned HR is all about defending the company. So, in reality, anything I report will be shared with all management in my inner circle. Then they will be asked to submit observations of the validity of my claims and the work I do. Given the circumstances, loyalties, observation bias, etc., they may or may not give favorable observations. So, it's "hit or miss" in getting HR and that chain of management on your side. The net effect is that reporting an incident to HR can actually get one heavily scrutinized to (1) be put on a PIP or (2) just added to the list for the next round of layoffs. Other times, they may act upon the other party, but with caveats of "collateral damage" to team chemistry. In other cases, the original conflict in question may never be addressed or resolved.
I have found that HR training to prevent conflicts is generally lacking badly. It's a common thread across multiple projects in my past. I just learned to avoid HR as a consequence. I had some conflicts with co-workers at Medtronic. I either just learned to tolerate it and not say anything or keep it on a separate discussion with my direct manager or specific members of a team. To be fair, the conflicts were mid-level and not serious to the extent I've seen at other places.
I found that if there is a really bad conflict, the only time to contact HR is just to leave the company and report the ugly details in an exit interview. I ran into blatant racism at one job and the management was clearly on that person's side. It was in the "Deep South" outside of Medtronic. Racism in the south can be more sophisticated - a far cry from the Jim Crow Era but still covert in form. For about a year, the bigoted person got all the favoritism. I got the "PIP" treatment for reporting her and was moved to a separate project. But when I resigned I resubmitted the incident again in an exit interview, and the highest levels of HR and management beyond that local office reacted. That person got fired along with her team that had backed her up despite her racism. But it took leaving the company and an exit interview to get it done.
Other than that, I just avoid HR like it's a pack of wolves in the remote parks of the northern remote forests of MN - lol. I just try to blend into the background and avoid them. As an AI scientist, HR will probably get replaced by AI in the near future.
They need to spend money on real ad agency to advertise. This is high school level writing.
Wow! That article is rich. Do they actually sniff their own horse hockey and think “gawd dang, that smells great!”
Holy cr@p, talk about out of touch and delusional. There is zero self awareness in management in this company
meanwhile, Medtronic is outsourcing our R&D jobs to India.
Fearing for your job at the end of each fiscal year is exciting!
No limit to the amount of money HR will waste on their own salaries and consultants.
All while outsourcing HROC to the point of employees just giving up on getting help.
Morale is low… they will be exited to leave tho
Leaving with my severance package was an exciting experience