Texas Instruments reviews about "manager"

Whether you are an individual contributor or a manager, be prepared for constant management change. Growth at all costs is the mantra. This causes very short-term orientation. Most low-level managers seem to live in fear and mid-level managers are constantly trying to climb. This also causes HR to have way too much organizational power. Not good long-term.

Over Planning , Too Many Managers.

Fluctuation is high. The Board spends too much time on reviewing the field puting extremely high pressure on managers, therefore people are escaping the company. The relatively high fluctuation in every level combined with having no CRM system causes loss of valuable knowledge and relationship.

not risk taking, too conservative (from a innovation perspective)

TITL IT leaders or manager are not good in management. They use computer and chair for classification people, not what your job need. One of colleagues, his eyes got problem while working, he sees double images and need to put his face near 13" laptop screen in 10 cm. Then finally he got a bigger LCD. But he is in LOA now and his eyes hardly to recover. Manager or leaders still won't give you bigger screen unless your eyes have specific problem.

Entitlement mentality towards uncompensated labor from middle and upper management. Highly political and sometimes bullying environment, entrenched mediocrity in middle management, "blame the troops" backstabbing from incompetents. Managers and employees who understand and accept the status quo of "needing" to be highly political take credit for the work of others who won't or haven't figured out how to play the political game. Unspoken but well known mafia system where those who get made survive all layoffs regardless of whether they maintain their business or technical edge, and get to wet their beaks at the bonus pool whether they put in a strong contribution for the year or not. Company and upper management shift the product strategy and cede markets to nimbler competitors with regularity. Poor documentation & dissemination of company specific technical knowledge means that such knowledge resides only with those who are willing to throw work/life balance in the trash and do organizationally inefficient individual from-scratch learning (basically reverse engineering the company's own IP), creating a perverse differentiator for compensation and advancement , a two-class technical staff, and key personnel risks for the company. If you are a talented and creative individual, you are selling yourself incredibly short by becoming a lifer here.

Business priority changes frequently. Too many re-orgs.