Micron Technology Software Development Engineer reviews

The performance management system is based on rating workers based on a normal distribution. You could have instances where a management team has built a top notch team and they end up having to give lower ratings to higher performers in order to fit into the curve. Managers will end up making statements like "well, a 4 rating was harder to achieve this year". This means that what is required to meet or exceed expectations changes year to year, however they will not tell you what it takes to 'exceed expectations' any given year. The individual leader doesn't know how their team will fit into the over all distribution so they really can't give you meaningful feedback until after the distribution 'level setting' is done. Bonus pay is based on company goal achievement and the arbitrary rating system so the rating potential of impacting bonus pay drastically. The stock based incentive system is also an area that needs help. You have no clue or reference point as to how well you did in the distribution of stock awards. They don't share any data on target amounts or distributions. They are not tied to the performance ratings one year you may get none, the next year you might get hundreds or thousands. Not having a reference point makes the awards seem more like a lottery. Just stay friends with the manager in your team so you are sure to get something. Lastly missive layoffs happen and it is not just poor performers that get cut. Age was a common factor for many in the Feb 2023 RIF so don't plan on spending your entire career at this place .

Cyclical industry, big corporation, can be very stressful. Boise has a high cost of living now.