Micron Technology Reviews

Cons

The cafe food can be better.

Cons

Team sizes are decreasing every year.
Responsibilities are increasing.
Product life cycle goals were just recently crunched in half - accelerating all work.
Very few “team leads” are capable of leading a team - most people in the lead positions are voluntold.
Heavily skilled and passionate employees are being pushed out the door due to the most recent “bell curve performance ratings”.
Morale is very low right now.

Cons

too cold in the office

Cons

Collaboration is one of the core values, but the new way the system has been setup, there will not be much collaboration between colleagues in order to get a higher score on the incentive pay and annual review.

Cons

Company only cares about upper management and how much money they can make. Employees are expendable and not appreciated in any meaningful way. New CEO is clearly not interested in the companies success.

Cons

Unfortunately over the last few years, things are changing. Managers and senior management are leaving left and right. Their replacements are often quick placement instead of correct placement if they are even replaced. There is a lot of leadership talent in non- manager rolls begging for the opportunity to prove they cane do the task, but are never afforded the opportunity. Instead, you end up with unqualified managers and with no leadership skills who are good at managing up, and terrible leading those below. This has lead to huge moral problems in the company. That along with review process where they force a bell curve which means you’re competing with everyone else in the company to just get a meets expectations. The curve is as follows, forced to each manager whether their team is 3 or 30 headcount:
0-5%. - 1 and immediate termination
10% - 2 and performance improvement plan or separation package
60% -3 and you get to keep your job until the next culling
20% - 4 increased bonus (140%)
5% - 5 greater increased bonus (200%)

These will probably change before the end of FY19 but we won’t be informed until near the end of the fiscal year. Like in 2018 we were tolds 2s were safe, until you got a 2 and given a PIP impossible to meet (like obtain a college degree in 3 months).

It feels like we don’t matter anymore. We’re just another line item in some sheet.

And forget getting raises! I have my PM title but I don’t even do PM work anymore. I’ve consumed roles from 3 other people who have left the company and haven’t made a penny more for th added time and effort. Having both early morning 5:30am and late night 8:00pm meetings. I get a cost of living increase once a year, but due to increased insurance each year, my net increases are in the $40 a month range.

Long story short, your happiness here can be directly related to the quality of your Manager. I’ve had amazing managers, 2 who left the company for other opportunities because they couldn’t handle their managers. One I lost due to a re-.org because my department had lost so many leaders in 6 months and the reporting structure got severely messed up. It still is messed up with poor communication and no leadership/direction.

Cons

Too much influx of outside talent vs hiring from inside, makes those who have helped the company survive and flourish for the last 40 years feel like they are unworthy of the new regime.

Cons

There is a “rating” system of 1-5. It’s forced bell curve. If you get below a 3, you’re offered a severance or put on probation. It’s on a team-by-team basis. If you’re on a team of three, one person gets dinged, even if the entire team is performing well. So we have a highly technical company that apparently needs to brush up on statistics.

Mountains of technical debt. Software practices are far behind industry pace.

Cons

Haven’t been there long enough

Cons

Most time it's about education, when it comes to rases.