Sony

Annual leave (18 days instead of 14 days) Free coffee

Turnover rate is so high. Most of the developers are leaving the company in a short period (less than 3 years). There are just a couple of employees; most of them are managers and team leads who have been working for more than 5 years.

You hear cost cutting usually in the IT meetings. Firing employees, even if they perform well, is not uncommon.

Sony is losing market share and is trying to survive by cost-cutting. Sony Turkey is also shrinking.

(When I started, there were approximately 90 employees. After 6 or 7 months, there were around 65 employees.)

Sony Turkey works on a project basis. They have a unit for each project. When the project finishes, they close the unit. Then they may fire you or suggest another role if one exists.

(Sony Turkey cannot get new projects; Sony India is getting new projects because of India's lower employee cost advantage.)

I worked with a bad manager. She may be one of the worst managers I have worked with in the last 11 years. She did not know the technology well. When there was a problem, she could not even understand the reason for it. She would just say, "Do this, do that," like a typical boss, but she only suggested obvious and simple tasks.

When there was complexity, you could not get help and feedback from your manager. You even had to explain the situation; sometimes you had to explain technical things.

Sony Turkey is too far from being innovative and high-tech.

You may choose better managers.

I do not think agile teams need team leads (officially delivery managers). Agile teams are autonomous and self-driving.

How can you criticize your manager in the Scrum retrospective meeting?