Cisco Customer Program Manager reviews

The bell curve is enforced for ratings/rankings and it does not always lead to good results for Cisco or the employee. The ratings and rankings system can be unfair and hold people back who should be promoted. There is not a lot of consistency from group to group and if you're stuck in a group where there are a lot of high performers, you can be unfairly penalized. As the company gets older, there can be a tendency to fall back on tried and true ways rather than innovating. Management says they want to encourage new ways of working but if it impacts their bottom line or they are afraid setbacks will reflect poorly on them, that can stand in the way of change.

The communication surrounding "Organizational Changes" is often horribly done, particularly when folks are "asked" to look for other "job opportunities" or take a package. If you can't deal with change, Cisco is not the place for you! It seems as if Individual Contributors often get shafted when it comes to recognition, bonuses and promotions. It's not uncommon to go w/out a raise or promotion for years on end (not even a cost of living adjustment) if there are a lot of folks in your organization. The Good Ol' Boys Network lives on in upper management. While the company stresses "Diversity" and says it does not tolerate harassment based upon that diversity, HR is there to protect the company, not the employee. (To be fair, there has been a higher emphasis in the last year on Employee Resource Groups, so this tide may be turning.) We always have time to "do it over" rather than "do it right," regardless of whether or not its a new product release, or a product change. Target dates weigh more than quality. The customer is only right on changes if they challenge the company and loose...