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by Aurornis
214 days ago
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> What they should do is bump TC by 60-70% and simultaneously lay off 50% of the engineers. I was part of company with a similar problem. If AMD’s situation is similar to what I dealt with, it’s more complicated. When you start doing deep cut layoffs at the IC level combined with expectations of big salary increases for those who remain, the office politics escalate to a level I didn’t know was possible. All of those people who do nothing find a way to join forces with those people who are showing those inflated benchmarks to execs and before you know it the layoffs are about as accurate as random chance when it comes to cutting the dead weight from the company. In my experience, the change needs to start closer to the top: Upper layers of management need to be shaken up. Middle management audited by new upper management hires who have fresh eyes and aren’t afraid to make honest evaluations. High performing teams who are stuck under management hell need to be identified and rotated into other projects that are critical for the company but have become occupied by fiefdom-building managers. Hiring needs to ramp up to bring in new talent that was previously priced out by the low comp. It’s hard. I wish there was an easy way to cut the low performers, but they have an amazing way of teaming up with the bad managers. Maybe because they have so much free time to do office politics because they’re not doing much work. |
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I mean, isn’t that always the way? Honestly, I feel like you could do a lot worse than just firing most of the people who demonstrate above average social skills. Sure, some would be fired unnecessarily, but I can’t think of any engineers that have seemed almost pathologically shy that also didn’t want to work hard.