Micron Technology reviews

My updated review describes the traumatizing performance review process this company had in place during my employment. The overall process is typical. Rate yourself on a scale of 1 through 5 for each "Micron behavior." You can look up lengthy descriptions of each behavior on Micron's website, which is time-consuming. Add comments that support your rating. Also, state whether or not you met your annual goals, and why. Then, create new annual goals. Even though this process is typical, it is not easy because I was provided with no training. Before meeting with my supervisor to go over my performance review, I had to complete a "360 review" on her. On Micron's website, you can find out that 360 reviews are shared with managers, but comments are anonymous. No one told me this information - instead, I had to read it on the website. I cautiously submitted the review with a lot of negative comments about my supervisor, because I didn't think I could refuse to submit it. The review was actually sent directly (unfiltered) to my manager. She couldn't see my name on it, but she knew who said which comments about her. She didn't have a large number of employees, and she could easily figure it out. Not many people in the company seemed to know that 360 reviews would be sent directly without any filtering, and from what I heard from my manager, people were upset. After my manager received her 360 reviews, I noticed that she seemed even more moody than usual. She also had not completed the performance reviews for her employees. Before our meeting, but after receiving her 360 reviews, she told me she was still finishing my performance review. Anyone should be able to see the problem with this and know where I am going next. Well, during our meeting, she went over many negative comments that she wrote on my performance review. Most of them related to my personality, not my performance. Several of them were very nitpicky. Before this meeting, she had praised my performance and never said anything negative about it. The only thing she said that could be possibly be taken as a negative was that I could be a little bit clearer when stating my reasoning for positions I took. We both had already agreed that I was responsive to this suggestion, so there wasn't much room to comment negatively on it during the review. The final thing that made me know that she had read my 360 review and reacted to it in my performance review was that she said during our meeting that she knew which comments I made in my 360 review and asked why I hadn't brought them up before. I was shocked that she would risk her job by admitting this to me. I complained to HR about this performance review, and they investigated it. Amazingly, I was never told that they found evidence of retaliation, so I assume they believe there wasn't any. They did tell me that they would talk to her about using the performance review in a more appropriate and productive way. The experience has made my very wary of review processes and felt traumatizing, but I am slowly beginning to heal after several months with my current, much more positive employer.

Be ready to loose your job with minimum severance. Below average salaries and benefits. Very few opportunities for growth. Cyclical business offered less stability.