We have a deficit of people who can effectively combine technical knowledge and business savvy while delivering results. So why on earth does management keep laying off the few of them this company has? This move is not just puzzling but downright infuriating!
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That is horrible, sorry to hear about this. Unfortunately, the people who are making lay off decisions are only looking at spreadsheets and the bottom line. Leadership don't care if laying off the most experience employee as long as they can achieve short term profits.
I was dedicated to the company, loved my job and good at what I did. Got cut because of my age and decisions by the mid management. To my knowledge they are still trying to replace me. Blew my life up with no regard. Did they really save any money doing this? Such a waste. No love for this once great company.
I Think its funny someone thinks people are waiting around for their stock options. Yeah Im really banking on cashing in those $130 options under Geoffs unmatched leadership.
DEI at play here too?
Reminder that many divisions are led by women with undergrad degrees in some fluff foreign language from overpriced midwest private schools. These people are "change agents" that just cheerlead and an't make decision or recognize threats.
And of course they know they'll only be there 3 years.
Years ago, technical expertise with buisness accumen was the key to advance into leadership . Then some sr leaders came in who decided they wanted the MBA from Wharton and Kellog and Penn to call the shots and anyone "technical" was immediately put in the "tech" bucket as in they couldnt possibly contribute to "buisness" strategy. it was unbelievably demoralizing - so you see some very experienced and smart leaders who had come up the technical ranks relegated to managing their department budgets while Geoff and his lackeys roll out the latest strategy they cooked up with an expensive outside consultant. Meanwhile we get out-innovated by the rest of the industry that still thinkks people who understand technology and patients and customers are important to their future. 2 more years and I 'm out, hopefully Ill get in with one of those outfits and feel like a success again.
Partly because MDT was SO good and SO kind that the many of the long-timers are just deadweight, at this stage. In particular, in MN. There are so many people that are just cruising and waiting for their stock options to pay out, so many people in absolutely fragmented, highly-siloed jobs and mindsets with no impetus to take any form of risk, or to innovate. As a Sr. Director that has participated in many employee decisions on performance and discipline, I see it all the time... MDT is a soft touch and there's way too much chaff for innovation to be easy. The bulk of the company in MN are just rent-seekers, which trickles down to the rest of the organisation. MN has stagnated, and so has the rest of the company, as a result.
You mean power point presentations don't qualify as true technical talent ? 8 years of college down the drain.
Mushroom shaped organizational structure doesn’t help either. Med-Tanic!!!
All the talented folks here are so overworked, they are either leaving or just coasting. It's sad to see.
Neutron Geoff is going to be replaced by another Neutron clone, don’t kid yourself. Gut the brand to return value to shareholders is the name of the game, and the new boss is going to be exactly the same as the old boss.
There’s no country for old men.
One of them checking in here. Geoff is using the classic rank and yank tactics favored and inspired by Jack Welch from GE. Go somewhere else you will be more appreciated until Geoff leaves.
Technical work combined with business results is now only performed by start-ups they can aquire or consultants.
Internal Medtronic is for big ideas that never land.
Can we get some examples please? If it's infuriating why not ask about it?
At my site, there seems to be an epidemic of promoting technical people who are better at delegating work then they are at doing work.
I’ve seen many ‘technical’ folks rocket up the org chart with no clue about what they are doing, yet if it’s successful they’re the first to take credit and if it’s behind schedule/unsuccessful very willing to throw others under the bus.