Texas Instruments

High salaries relative to market.

Flexible work arrangements, but only if your manager supports this or likes you. Many managers will say no, or guilt trip you if you work from home with no reason. Flexibility is only a benefit if it's consistently applied for everyone, not just those employees with children.

Great experience for early career folks with stretch roles and a lot of responsibility.

Large amount of new college grads starting every year; it's easy to build up a great group of friends if you're a transplant to Dallas.

Opportunities to work in international locations.

Relatively flat org structure.

If you work here, expect to work 24/7. Work/life balance is virtually nonexistent. I work at another company now, and I have never been happier. TI was my first job out of college, so I thought this was normal. It's not! Don't be scared of trying something new if you're not happy.

"Old boys club" culture. Comms and HR are trying hard to turn it around and offer fun activities like Jack Kilby Day, but as long as the company is full of disgruntled people, the culture will definitely not be turning around anytime soon.

Lack of transparency around processes/procedures, especially the compensation cycle, leads to employees distrusting HR.

Forced distribution rankings for performance mean getting zeroed out for yearly raises, even when there is not a known performance concern. This is very bad for morale/engagement, especially in suffering business units.

Specifically to the HR Leadership Team:

If you are wondering about the unusually high NCG attrition, this is why:

As an employee, if a role, assignment, or manager is not working for you and you voice your concerns, expect nothing to be done about it.

You get labeled as a complainer, and manager retaliation DOES exist.

Many of my coworkers have left/are leaving (myself included) because they had no choice and nowhere to go except their current role.

Mobility exists, but only if your HR manager approves it and you're not in a rotation program.

There are many other companies to go to, some of which aim to create a work environment in which employees are excited to be there.

Focus on improving your facilities (which is made to seem like a low priority); this is proven to increase morale.

Also, be mindful of who you make managers. Someone could be a great engineer or finance person, but that doesn't mean they will be great at managing people.

Trust your employees when they say there's a problem! You will lose them to someone who does something about it.

Simple base pay isn't enough to make people stay if they're miserable.

As much as it kills me to give retention advice, putting even 10k of equity on your NCGs once they are ~2 years in will increase retention a lot.