NetApp reviews about "upper management"

Went from customer and employee-centric to shareholder centric. Seemed to forget that when customers and employees are happy, shareholders are happy. Instead worked to build up share price (buy back stock), four layoffs in less than four years and more probably on the horizon. Poor upper management and exec direction, portfolio stagnant; many startups now eating NetApp's lunch and NetApp is far behind (where they were previously the head of the pack). Poor acquisition history (most not managed well after acquisition--failures). No real chance for promotion. Too many layers of management. People not caught up in layoffs are leaving in droves (another friend of mine just left). Very sad; I hope they somehow turn it around because it had great people and really was one of the best places to work.

Bad upper management and too many layoffs lately. The culture has drastically gone down hill and there are now signs of improvement anytime soon.

Upper management was disconnected and almost unaware of what was going on in the trenches. Decisions were made, often, that were not logical. Middle management was not included in key decisions that directly affected the team. Customers wold often get upset with the frequent changes in staff. Perception was that the company was unstable. Frequent changes in the portfolio made it difficult to instill confidence in the customer base.

Upper management feels increasingly disconnected from the front lines. VP levels often more interested in managing their own careers rather than doing what's best for the company.

Understaffed Frontline management through sr management terrified of executive leadership in RTP Sr management made 'safe' decisions to stay off upper management radar and keep bonus Started laying off some of most intelligent engineers and strongest leaders Products have fallen way behind the industry and they're now in catch up mode

Upper management changed direction, workers are subject to their decisions.

Managers told employees that you need to physically attend all meetings in our functional group, not by con-call because upper management used physical attendance as a primary indicator of your value. So you learned that appearances were more important than doing real work. Upper management even told our group, that every employee in Sunnyvale has the "opportunity" to attend the quarterly All Hands meetings in person - really? Either have coffee and cake, while listening to the latest spin on bad numbers, or emailing the CM to get information on the root cause of this week's failures. I choose emailing, and I got laid off - although, I survived for 10 years. All of management were "yes" people, as other independent thinking managers quit or were laid off during the prior layoffs. Recent layoffs were to "change NetApp culture and processes", but the same processes haven't changed, and the towers between Engineering and Operations are still as separate as different companies.

Poor Upper Management and forward road map