Did anyone mentioned all the white guys who failed upwards that led to Medtronic meritocracy?
48 replies (most recent on top)
Did anyone mention D.E.I. yet?....Didn't Earn It. The root of all mediocrity at Medtronic.
MECI and the salary and bonuses to that group of people who came up with that idea.
Meic
People who spent their time complaining about things that don’t impact them like DEI and WFH.
Saba
CONSULTANTS!!! The money we shell out to Deloitte, Accenture, & Slalom is outrageous. They rarely actually help or produce anything. We need to hire more internal talent where 1 person is more effective than 10 BS consultants. Also, technology licensing for unused platforms.
IDK about you but my girl wants to party all the time, party all the time, party all the time.
Answer: Preventable quality issues -- both in pre-market and post-market.
Your numbers are way off. $500k in personal usage of Corporate Jet.
Paying for Geoff Martha's personal use of the corporate jet. Over $135,000 per year the last time that I looked.
Geoff because he doesn’t act like a person.
@ev Can you say “Learing Center?”
A company back in the 2000 time frame implemented matrix management in one division, to see if it worked. It got to the point each engineer had a manager for every day of the week. There was no accountability, just finger pointing. The CEO came to Boulder to speak, explained matrix management was a failure and he was packing that division with all the dead weight and was selling it off. The burdened rate per employee had doubled and when the division sold, all the extra weight was gone. Not sure why MDT is trying it now, long after it is a known failure.
@eg right on
Reduce the layers upon layers of managers, directors, sr directors and vp's that Didn't Earn It...
I found someone who is wasting time thinking about DEI and not working!
@eg you will never know the warmth of love from another human being
DIE/IDE and ERGs.
- Bullsh-t meetings and celebrations that actually have unlimited, decentralized budgets. That's a fact. There is no control on ERG budgets across countries.
- The wasted time in ERG groups and resources (d-mb desktop backgrounds, flags, meetings where people huff their own farts talking about who they have s-x with and why they are victims)
- Payouts to non-performing minorities so that the company doesn't get sued or called racist, also the fear that managers have to manage non-performing minorities and alphabet people.
- The wasted time and mediocrity that all this cr-p brings
- Forcing extra consideration of minorities in RIF planning, even when their role isn't needed anymore. That's right... they get an extra asterisk next to their name if they are African American, South East Asian, in one of the PRIDE ERGs, or female. Again, more mediocre employees staying behind at MDT
@am They are a GD people person!
Meetings. Most employee's only function is to go from meeting to meeting giving status on what didn't get accomplished since the last meeting because they are busy going to other meetings. AI will eliminate the waste of time and money.
@OP what about the corporate jet? How necessary is that? Or is it some tax write off? Anything to avoid paying their fair share.
I spend more time fixing their work. Talk about waste!
GMs whole “matrix” organization created so many new directors and. VPs with duplicate roles in each OU. Get rid of that and we can eliminate hundreds if not thousands of executive salaries not to mention their bloated travel budgets. Also you don’t need a director of finance at every manufacturing site.
I second MEIC, only for the time wasted. But first is executive compensation and bonuses... No person is worth 50 - 100x a principle engineering salary. Connections are important, but your IQ and physical strength could never equate to this level of inflated worth. And a fraternity network does not make up for it.
MDT GPT
Geoff Martha and all his perks
MEIC
@b2 I see your brainless comment and raise it...
Eliminate corporate swag, end BS development perks (shirts/hoodies/etc.)
End the holiday program, stop investing in additive quality, quit putting DEI/social engagement goals.
End metrics that count women and minorities.
Enforce travel and meal rules for everyone.
Stop getting into bogus IP lawsuits
Reduce commissions or really end sales careers in medtech (it must be really hard to keep the razor blade business going ;) ) The products more or less sell themselves.
@b2 actually work from home people don't get their broadband paid for. And we get a pretty low salary as it is. It's cheaper for the company to have us work from home because they stopped many benefits (like car benefits).
Eliminate (really eliminate, not shuffle around) 1/3 of the Sr. Director and above positions across the enterprise. Put 1/2 of the savings into hiring Engineers (Engineering Excellence!) and let 1/2 of the saving drop directly to the bottom line to increase the stock price.
ERG budgets and rewards points for WFH people, WFH perks include un-necessary hardware, Internet
Executive Compensation
Performance Review System
All the regions with duplicate jobs found in every OU and at the enterprise level
Eliminate the layers and layers of Directors, Senior Directors and VP’s that nobody has any idea what they actually do.
Maybe they take the requirements from the customers to the engineers…
I like that the same guy keeps commenting DEI again and again in an attempt to manufacture consent.
This company is lead by white males at the top. If you don’t like how it’s performing, start with them.
DEI is the biggest. But the courts system will fix this in the next 10 years.
Executive's bonuses and MEIC.
Definitely DEI.