RumorsX
Contact
Donate
Privacy
Terms
Guidelines
Add Company
FAQ
June 15th, 2023 The retaliatory behavior exhibited by managers at Vmware is not an isolated occurrence but rather a prevalent leadership style that has been developed and evolved within the company. The lack of accountability measures in place for managers regarding their failures contributes to their ability to engage in retaliatory actions, toxic behavior, theft, and creating a hostile work environment. Etica, which should serve as a safeguard for employees who speak out against the continuous cycle of managerial incompetence, hostility, and retaliation, instead becomes a trap. In early June of this year, managers became aware of the EPIC survey results, which included employee responses. Following their usual pattern, they made efforts to identify individuals who had given negative reviews and those who hadn't. This triggered the annual cycle of retaliation, wherein individual contributors were removed from projects, transferred between projects to undermine their progress, and subjected to blame and toxic conversations during one-on-one meetings. Managers resorted to speaking negatively with deception and falsehoods to their superiors in order to justify their own poor performance evaluations.
Posted by Anonymous (Anonymous) 2 years ago
0 points.
As long as Vmware lacks a comprehensive system and process for performance evaluation, independent of direct manager opinions, the toxic and unproductive environment will persist. The company has failed to establish an effective process for performance evaluation, instead relying solely on the ego and personal opinions of direct managers. The immense stress associated with the position of a direct manager allows authoritarians to maintain control while skilled engineers continue to leave. One particularly disturbing practice is when senior directors directly hire engineers and later reassign them to report to a manager who reports to the director, citing reorganization as the justification. This often leads to disruptions, especially when the manager, who is usually less qualified to guide or lead the individual contributor, assumes the new role. The engineer resents the fact that this less qualified manager now has access to financial information they did not possess before. Such occurrences are frequent at Vmware because the individual contributor would not have accepted the job if they had known they would eventually report to that particular manager. The reporting structure is an integral part of the employment contract, and changing it in this manner borders on illegality. This causes disruptions and fosters a toxic environment. The courts will likely fail to manage an angry and betrayed individual contributor, who, in turn, must exercise patience while waiting for an opportunity to leave this situation resulting from the betraying change in structure.
Posted by Anonymous (Anonymous) 2 years ago
0 points.
As we anticipate the closure of the Broadcom deal, numerous aggrieved individual contributors are anxiously seeking their entitled severance packages, aiming to depart from their current work environment plagued by toxic management. The magnitude of affected employees is substantial, extending across multiple business units, albeit with varying degrees of severity in each unit. Investors and employees alike are observing the precipitous deterioration of Vmware's corporate culture and the emergence of a hostile workplace environment, primarily attributable to the authoritarian, inept, and toxic conduct exhibited by first-line and second-line managers. These managers resort to such behavior as their sole means of justifying their own presence within the organization. Consider the hypothetical scenario of a flat organizational structure, where performance is objectively measured through quantifiable metrics. In this setting, communication is predominantly in written form, goals are clearly defined in writing, and engineers are held accountable solely based on their performance, irrespective of their personal relationships with any given toxic, erratic, or manic manager. Many engineers fervently hope that the impending transition to Broadcom's operational model will emulate these principles, which serves as a compelling reason for their impatience while awaiting the transition.
Posted by Anonymous (Anonymous) 2 years ago
0 points.
In conclusion, the ongoing concerns surrounding Vmware's cultural collapse and the detrimental impact of toxic management practices have brought forth a pressing need for resolution. The impending closure of the Broadcom deal has instilled hope among the betrayed employees, who eagerly anticipate the opportunity to receive their rightful severance packages and extricate themselves from the oppressive grip of their current toxic managers. The magnitude of affected individuals across various business units further underscores the urgency of addressing this pervasive issue. Investors and employees keenly observe the developments, recognizing the detrimental effects of authoritative, incompetent, and toxic behaviors exhibited by first-line and second-line managers. The quest for self-justification seemingly fuels their actions, undermining the organization's cohesion and fostering a hostile work environment. A paradigm shift towards a flat organizational structure, underscored by standardized performance metrics, written communication, and unwavering accountability for engineers based on merit rather than personal affiliations, emerges as a beacon of hope for many engineers yearning for a better professional setting.
Posted by Anonymous (Anonymous) 2 years ago
0 points.
As Vmware prepares to embark on the transition to Broadcom, the anticipation intensifies, as engineers eagerly await the potential emulation of Broadcom's success and transformative operational model. It is our sincere hope that this impending shift will not only bring an end to the prevailing toxicity but also pave the way for a revitalized and harmonious work environment where employees can thrive and contribute to the organization's success.
Posted by Anonymous (Anonymous) 2 years ago
0 points.
100% 100% 100% 100% 100%
Posted by Anonymous (Anonymous) 2 years ago
0 points.