Hire to Fire culture, toxic environment, too much politics, favoritism - Recensione dipendente - Director of Product Management presso Capital One

- Hire to Fire culture through a meaningless bi-annual performance management with unclear expectations. No matter how your performance has been, they always have to manage 10-20% of the associated out in each cycle. This is a company-wide mandate. - Toxic environment, too much politics, to push yourself to the frontline and kick all the partners out since before you know it, the next performance management cycle is coming up and whoever complains more about the others will clear themselves off from negative impact of others complains. So interesting how/why this works, but it does. - Favoritism, proximity biases all around, no inclusion, bad managers - Specifically for PMs: this company is a tech-dominated company. Product Managers are the least valued people. Tech puts together the product strategy, prioritizes the work, creates roadmaps, talks to the customers, etc. and Product is there to create slides, visualize the roadmaps, set the meetings, manage the jira, write the meetings minutes. Product strategy has no value when it comes to PMs performance management. You need to keep others happy (=act as their assistant and do part of their jobs) to survive or even get promoted.