Meta

Good salary and benefits, no micromanagement. You always have lots of independence as an engineer here.

Too many re-orgs. Projects often get closed without any reasons or explanations. One can easily have two to three managers per year or end up with three to five years without any code making it to production.

There are too many pointless meetings and documents, as the current performance system rewards them way more than actual product creation. In the last two years, there has been a significant decrease in transparency in the company on all levels.

Stop rewarding the wrong things. Don't reward the simple fact of project creation; create a mechanism that rewards the way it's carried out instead.

Make sure that the person who initiates the reorg takes responsibility for its consequences and that it's reflected in their PSC.

Stop giving more points for the creation of five documents that no one reads for every five lines of code; reward the real engineering work, not the fuss around it.

Decrease the frequency of re-orgs. If the project you're working on gets randomly swapped every several months, at some point, you just stop caring.

And take a look at the quality of Meta products: it shows.

Last but not least, bring back the Pulse. The fact that you're trying to hide your management problems instead of facing them makes it difficult to believe in Meta's future.