I think it's time most of us accept the fact that this is not the same company it once was and that it's time to leave Medtronic. At least that's what I keep telling myself. I can no longer find one good reason for me to continue my career here. If you can, please share. I'd love to hear what it is and take it into consideration.
13 replies (most recent on top)
Greed
I’m an individual technical contributor at Medtronic and serious considering a new career in storytelling to get promoted. What the heck happened to Medtronic?
@3yiw+1nrftC5w If you’re not happy, don’t let the fear of not finding a remote job keep you at MDT. There are so many jobs in the biotech world that allow permanent remote roles. MDT was weird with me as they’d refuse to classify me as remote but also refused to classify me as on-site. My new job is 100% remote and has the stance that if people could do their jobs remote during the pandemic, they can stay remote indefinitely.
Medtronic allows me to work remotely. That is difficult to replace in my role. So my options are limited. Were the remote arrangement not so important to me, I would have been gone several times over by now.
Anyone that started during Geoff’s tenure is clueless.
Welcome to late stage capitalism. It’s all about cutting corners and saving money wherever you can in order to hit higher financial goals.
To be honest, it was and is still a dream to work here. Especially someone who came from the hood to be a Biomedical Engineer. I don’t come from much and only been at Medtronic for like 2 years. So I can’t speak for how things were back then. When it came to MIP or whaveter it is, people were upset about it being lower than what it normally is and I thought my MIP despite the company performance was a lot of money. I guess I look at it differently, I am just grateful for the opportunity and happy to be here honestly.
Sadly, I think that it will take quite awhile to rebuild what was once there. I was a middle-manager who scratched and clawed my way up the chain, only to discover that those above me were far more interested in green dashboards and hitting timelines, than releasing products that customers wanted. That entire leadership team has been promoted to other parts of the org, leaving in their wake a big mess for others to clean up. Meanwhile, some of us who dared question the status quo wound up victims of the RIF. Until there is massive change at ExComm followed by a reckoning at the GM level, change will be hard to come by.
@uhu+1nrftC5w Until you actually take it and are persona non grata while they push you out.
"Now it’s all about managing house of card budgets, and building a coterie of acolytes to maintain the facade. That’s what the new mid tier of leaders are now."
This is true. This mid-tier of leaders has been there 10-15 years, never finished a project, but bounced from job to job with "passion" and "focus on the mission" all the while blaming others when things go wrong. They have Strategic Thoughts on how to do things better, which usually involves clumping together different parts of the organization (like Santa Rosa and Galway sharing quality).
The new ideas and re-orgs don't work, but they've moved on by then.
Then there a group of checked-out, quiet-quit 50-something year olds that will do anything you say because they just want to get 5 more years out of their career.
Agree. I’m low key looking outside. Will push harder after summer.
Leaders used to be selected on engineering experience, business acumen, and the willingness to take measured technical risks.
Now it’s all about managing house of card budgets, and building a coterie of acolytes to maintain the facade. That’s what the new mid tier of leaders are now.
As a result the focus on the Mission, patients and market share are lost. The focus is on managing expectations and making sure objectives stay green and aop dollars continue to flow.
Look at your org and see what your actual % quarterly objectives are actually related to market share or helping patients. If it’s more than 10% you’re lucky.
At the top, C-suite Leadership spends more time in a day on facilities budgets than how to win the market. Totally disengaged from product or market development.
Honestly, most folks are figuring it out and imo there are 3 choices.
- Get out and find something more rewarding and get paid 30% more to do so.
- Quiet quit. No one will notice, because no group or program is actually being managed for success. Just kept alive for the next tranche of aop $.
- Join the jackels and build a little empire, and leave when the house collapses.
There aren’t many companies that offer 6 months of maternity leave. That’s the reason I’m saying.