Yahoo

• Free food
• Above-average compensation (but yearly increase % is minuscule), stock options, employee stock purchase plan, etc.
• Free mobile phone
• Commuter/gym benefits, etc.
• Incredible technology stack (both software and hardware) to play with.

Poor management, for instance, you have non-technical and/or inexperienced managers leading teams of engineers.

Middle management blocks the flow of information from the top. Progress reports only go one way -- from the bottom to the top. You never know what your managers are doing.

Zero opportunity for promotion and recognition unless you suck up to the manager and he gives you a nice QPR rating. It doesn't matter how talented you are and what you contributed to the team. As long as you are a smooth talker and can kiss the manager's rear end, you're in good shape.

QPR leads to favoritism and low morale. Teammates are now competing against each other instead of collaborating and sharing ideas.

Repetitive weekly status update meetings. I thought Marissa told the entire org no status update meetings. You spend more time preparing for meetings than actually doing your work.

Low pay % increases -- don't expect to get a salary increase for the hard work done.

Despite efforts to improve execution, decision-making is still as slow as a crawling turtle.

• Get rid of all useless meetings.
• Get rid of the stack ranking system and do REAL performance reviews based on the quality of the work done and contribution to the org.
• Allow individual contributors to anonymously rate their managers, either a pass or fail grade. If the manager fails, they get demoted and senior management must take action to find a suitable person who fits the role.