ams OSRAM reviews about "manager"

Mid level managers may not be technical, may be political instead

Some managers need more training in management. Some managers get to their position either because they are the longest in the department or they are subject matter experts and not because of management skills.

Management from top to bottom is running this company into the ground. Upper level management is addicted to making very poor financial decisions and site level technical management has zero accountability or interest in managing talent. There has been a very high turnover rate for technical talent, leaving most areas short staffed and underperforming. There is zero initiative to achieve any level of success other than the absolute lowest form of mediocrity at this facility. There is a definite "We can't do this" attitude. This is mostly so old guard members can keep living the highs of their successes from 15 years ago. Old guard staff are toxic and abusive and will accost you with zero consequence. Critical members of management are beyond retirement age and fall asleep during meetings or in their office. The plant manager has decided this is all acceptable behavior. There is almost no experience or outside thought in the key players that run this failing echo chamber. Very high turnover rate for technical staff yet management still blames the employees and refuses to take any accountability for the total lack of vision or interest in managing talent. The manufacturing equipment is mostly an outdated house of cards, completely farmed out with almost zero IP left. Despite utilizing ancient control and mechanical systems, with primitive machine designs from two decades again, management believes they are pushing the limits of technology. It is hard to imagine competing on a world class level with this kind of leadership. The plummeting stock price and exodus of talent would suggest it's not working.

regular re-organization every 6 months or so. There is no clear guideline on goals as managers keep changing and switching roles. No transparency on company outlook and targets, Work results doesn't translate to promotion. No appreciation of good employees.

bad when top management pushing for timeline without understanding

These leaders from the Quality Department do not put value to what the engineers do and continuously compare that technicians can do their tasks. They can say it because they, as managers, instruct the technicians to their "legwork". Nothing against the technicians but there is still a fine line between the analytical skills of an engineer who took their time to study in school and apply it to the company's demands. Not only do these "managers" lowkey-degrade the morale of the engineers but also, it's not engaging to continuously rub it to the engineers every meeting. Plus, it's not enticing for an engineer who works well if the boss does not even see the value and even gives that kind of remarks to the higher bosses. If that's how they think, why not just hire technicians and watch their team slowly fall on risks and poor quality. I cannot blame the manager if he, himself, cannot do an engineering analysis as well. 🤷‍♂️🤦‍♂️

Lack of proper leadership, All BUs and teams live in their own bubles. Difficulties when trying to communicate with others, outside of the group. More political strugles on a manager level. No opportunity on personal development or career growth. No reason to trust high management. Really close to say that some decisions are driven by incompetence