Cisco

Good Technology.

Loads to learn.

Challenging work.

Good-natured, helping folks.

Constant focus on the latest technology.

Very well-developed ecosystem of end-to-end product design.

Strong focus on product quality.

Good yearly performance bonus.

No work-life balance.

No correlation between performance and promotion.

No correlation between performance and salary hikes.

Overall, very, very slow growth in the organization.

Strong focus on software than hardware.

The hardware team is overworked and underpaid.

Loads of senior folks in every team, leading to too much politics, ego, mutual distrust, and competition.

Poor project managers and no preemptive project management in the program.

Managers are not involved in technical management, yet they have more importance in the hardware team for giving technical sign-offs.

Management is promoted on time, but not hardware engineers.

Management is given more importance than engineering.

Compensation to the employee must be directly correlated to his performance and the contribution one makes to the program.

Chuck the bell curve, as all your employees are the best and are in the middle of the bell curve distribution.