Netflix reviews

Follow some of the highly promoted corporate values at your peril -- pure selflessness and candor will get you in trouble during 360 review time. The 360 process is supposedly intended only to help you by providing valuable feedback, but it is used to cull the pack. Elicit feedback on your own well before the review process begins so you have time for course correction. There is high turnover, especially during the few months after the 360 reviews are published. Many are shoved, but many top notch people leave of their own volition. People who seem to be highly valued and an integral part of the work culture will one fine day simply disappear. They hire mostly specialists and maintain a very lean team. Competency alone does not suffice for job security. They will let people go once their project is completed if there is no immediate need for their specialty. They pay very well, but load engineers with high amounts of work. Because the dev team is kept so lean, there is little opportunity for moving to a different group and there are few growth opportunities. It is highly political in the management ranks and lots of jockeying for position, surprise surprise. That is par for any billion dollar company.

The Call Center is constantly changing. The people driving these changes will try to convince you that it's positive, innovative, progressive. I say those people are just coming up with ways to make themselves look like they're working hard. Granted, there have been some positive changes. But the recent reorganization that occurred with the latest shift bid? I used to have a competent supervisor who would help me when I needed it and who knew I was competent enough to handle most things. Now I have a supervisor who knows that I've been here two years and that my scores consistently put me in the top 50 performers ... but she tries to get out of taking escalations by giving me "tips" to de-escalate and telling me to go back to the customer with some compromise they've already declined. (Gee ... I think I have a good handle on how to de-escalate a call by now. If I'm asking my supervisor to take the call, I've done everything I can and the customer has asked for the manager. Just take the flippin' call, because sending me back onto the phone will just make the customer angrier and make sure they give a "no" response on that customer satisfaction survey. Awesome.) This latest re-org seemed to be completely geared toward shaking up teams that had just gotten into their groove; my old team had great combined scores and even though most of our shifts didn't change all that radically, we all got split up. It seems truly unnecessary.