Intel

The people at Intel are great to be around and work with. They are very focused on safety, so you can be assured they always take proper precautions.

The company prides itself on benefits rather than a more competitive salary in the industry.

When Intel loses money, they cut large amounts of employees and strip many benefits. When Intel does well, they over-hire and then cut. This cycle repeats in a 2-7 year cycle depending on their competitors and the market. They also become very strict with their micromanagement when the company is on a downturn.

Middle management should be more limited and consult with people below them before implementing any big changes to their day-to-day.

Any new procedures or policies that upper management feels will improve the company, they implement without any input from the technicians or engineers that it will directly affect. This is a fatal flaw in management for the company.

There is zero input from lower-level people (Techs and Engineers) on any process changes that drastically affect the teams. This 9 times out of 10 will result in a failure or loss of trust from the teams to management.

Teams should be consulted for any changes, as they are the ones doing the groundwork. They shouldn't be instructed based off of hypotheticals from upper management that thinks they know what is best when they aren't doing the day-to-day work. They should be consulted with to come up with an optimal plan together for any changes that will help the industry and company as a whole.