Medtronic reviews

New org structure makes it very difficult for people in global functions to prioritize work, manage stakeholder expectations, and have balance; the culture changes feel like we're moving away from our founder, Earl Baaken's, values and vision

A PERFECT illustration of the glass and bamboo ceiling with tokens. Leadership has absolutely no clue on setting realistic goals and seem to only be righteous and never recognize mistakes or throw everyone else under the bus Managers are for themselves and DO NOT care about motivating or growing their team. POOR raises Needs to bring back 360 reviews so managers can get feedback on their performance as a manager to their reporting superior instead of typing out 10-12 pages on their self reviews bragging how everyone on their team completed so much as they sat there and continuously takes credit. Reviews always due during quarter/year ends where some departments are at their BUSIEST during these CRITICAL times to make MONEY for the company.