General Motors

Great benefits:

• 401k matching up to 10% of salary
• 10%+ bonus target; increases based on employee level (can be lower based on personal performance and company performance)
• Major focus on developing environmentally friendly vehicles and making roads safer through autonomous technologies

• Constant whiplash. They have managed to almost fully kill the passion in a once vibrant culture through process overhauls, arbitrary reorgs, rapid internal tooling and direction changes, and a general lack of transparency.

• Rapidly declining trust in leadership. They claim to have ambitious goals for transforming the IT organization, but continuously punish high performance with promotion red tape and headcount reductions (position eliminations, forced low performance quotas).

• Insincere feedback requests. They ask for feedback on what we need to succeed, but avoid hardball questions, get annoyed at feedback that questions their decisions, and generally fail to take any meaningful action.

Ever since hiring the Apple people, it has been downhill. This is not a niche opinion. They have generic goals and rely on layoffs and AI chatter to create the illusion of real direction or leadership.

Despite Mary's claims that she wants more people to invest in a long-term career at GM, the actions of the past three years have only served to create a lack of confidence in job security and the company's overall future.

ADVICE:

• Stop punishing the people for staying at GM.
• Limit HR's ability to veto promotions; the final decisions should be in the hands of people who actually understand the work.
• Stop prioritizing your personal bonuses over the people who are responsible for your success.