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Freescale Semiconductor President & CEO Gregg Lowe
Gregg Lowe
169 Ratings

    Difficult But Improving

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Austin, TX
    Current Employee - Anonymous Employee in Austin, TX

    I have been working at Freescale Semiconductor full-time (more than 10 years)


    Great opportunity to learn and be challenged. Great people. This CEO seems to actually care about the company and is trying very hard to improve the culture from the austerity and gloom of the period following the recession. Health benefits are stellar. It's not common knowledge, but Mayo Clinic Rochester and M.D. Anderson are considered in-network (though that may change next year). Pay is ok, but the people and the benefits have made it worth it for me.


    Severely understaffed. People are worked until the point of burnout--we were severely reduced in size to survive the 2008 downturn, and people are still scarred from the difficulty of that time. (Having a lot of new fresh outs helps that now!) Some areas are funded for mediocrity when management should either fund them to win or get out of the business. Lip-service is given to resource management that could alleviate some of these problems, but it is treated more as a matter of hegemony and control rather than a well-funded, corporate initiative.

    Advice to ManagementAdvice

    I appreciate the efforts that you have made to improve the culture, from the top down. Having the Discovery Labs, for example, is fantastic. However, this is necessary but not sufficient for improving the culture of innovation. It is a bit naive to fund small pockets of innovation while working the rest of the company half to death. Many more people would be creative if every project were funded just a bit more generously, so people could actually take the time to interact, brainstorm, and create without feeling like they are running from one fire to another with no end in sight. This type of resource management may show profit on an Operations Review slide somewhere, but it creates frictional losses and degrades the culture of cooperation.

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