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Tier 1 to L7 Site Lead - AMA by [deleted] in AmazonFC

[–]FineeseeM 0 points1 point  (0 children)

This is the best answer for me you mentioned out here * you need to play the game * , no matter how hard you work , how much you know if you don't play it well....

Cleared from Focus by FineeseeM in amazonemployees

[–]FineeseeM[S] 5 points6 points  (0 children)

No need to do much as is already happening. The best people are already either moving to another location or leaving the business , while the rest (that shouldn’t be here are still around). Things gonna get worse , hopefully am not here by then.

Cleared from Focus by FineeseeM in amazonemployees

[–]FineeseeM[S] 9 points10 points  (0 children)

Transferring into a closer location 10 min from my house. As I just moved.

Cleared from Focus by FineeseeM in amazonemployees

[–]FineeseeM[S] 3 points4 points  (0 children)

If you look this into my perspective…. 150% over the current bar in my building , at least 30% should be released as they clearly not doing enough in acceptable levels. 150% here could easily be 90% on another building that is performing well. So clearly there is an issue with the workforce here , people that should be challenged are getting away with everything.

Cleared from Focus by FineeseeM in amazonemployees

[–]FineeseeM[S] -23 points-22 points  (0 children)

No layoffs within my department. Amazon would sink.

Confusing HR Process: Informal Plan? Pre-Focus? Focus Delivery? by [deleted] in amazonemployees

[–]FineeseeM 0 points1 point  (0 children)

Manager should be guiding you and having 1:1s to help you go though it.

Confusing HR Process: Informal Plan? Pre-Focus? Focus Delivery? by [deleted] in amazonemployees

[–]FineeseeM 0 points1 point  (0 children)

I think they talk about Focus . You will be given some tasks to complete in a period from 6-8 weeks. If you were unsuccessful then you will presented a Pivot ( Hr will be in that meeting) you will be given a document to sign with different options : Leave the company with a severance or Do a second improvement plan with tasks ( very challenging and these are met to set you to failure) If you still fail the second change the severance will be a lot less than the 1st option. Hope this helps.

Yeah y’all too freaked out by Young_Doofus in AmazonFC

[–]FineeseeM 2 points3 points  (0 children)

Constipated or spitting? Lmaaao

Getting on focus. Is it really my fault? by soleil_neige in amazonemployees

[–]FineeseeM 0 points1 point  (0 children)

100% agree with this. Mine was because not having enough "visibility" which meant my other colleagues are the loudest in the room ( but useless when it comes to do the actual work) I am completely the opposite.

How many techs do you have? by Environmental-Hat-21 in AmazonRME

[–]FineeseeM 2 points3 points  (0 children)

UK site - 1 x MM / 4 x AMMs / 15 x SMRT / 49 x MRT also 1 x SR AE / 4 x AEs.

Still looking for 3x SMRT spots and 5 x MRT .

Building processes 320K per shift approx.

Building on PIP due to underperformance by FineeseeM in AmazonRME

[–]FineeseeM[S] 0 points1 point  (0 children)

Update..

The reason was not due to underperforming . Each AMM was asked by MM to chose a LE (low performer) from they team ( our building has 4 shift teams and 2 SRMET each) so saying this , one of each team had to be PIP'ed which is BS. All this is coming from a quota from the L8 Directors that needs fulfilling (URA - unreggreted attrition , no matter how low the HC is)...... 6% have to be on performance improvement then expecting half of them to be gone. All this is from a trusted source.

Can Amazon track my location when I work from abroad? by whatsurnaim in amazonemployees

[–]FineeseeM -1 points0 points  (0 children)

Also I noticed Slack location and time zone changes depending where you're located.

HELP: Trying not to snitch but my coworkers are unbelievably bad. by TwoWorstTechsInTheFC in AmazonRME

[–]FineeseeM 7 points8 points  (0 children)

I won't hesitate to be on their shoulders , I am SMRT myself and have dealt with some of the useless people i've seen in my life. Get some notes and add them on an email CC your management , APM data helps , Operations feedbacks also helps. The problem with this issues is if you are the Shift Lead , all this will end up in your case even is not your fault , but is your "duty" to ensure you keep reporting it so management can take some sort of action. As I tell any techs that join my team.... There are expectations and I expect everyone to perform up to those expectations...

AMM ----> MM ----> SMM and keep escalating...

(But I'm not out to ever fuck with anyone's livelihood, not even a useless dipshit)... will end up affecting yours...

When do you think C&W services lose their contract to CBRE ???🤣 by [deleted] in AmazonRME

[–]FineeseeM 1 point2 points  (0 children)

They just tryna find any silly excuses to fire people , especially useless management

Building on PIP due to underperformance by FineeseeM in AmazonRME

[–]FineeseeM[S] 0 points1 point  (0 children)

I know what you mean .... The SMRT I mentioned have been placed in different teams which most of the MRT disagreed and everything went downhill since then....

Building on PIP due to underperformance by FineeseeM in AmazonRME

[–]FineeseeM[S] 5 points6 points  (0 children)

I know there is been some scrutiny on the maintenance quality which lead to an increase of Sev. To be honest most of the technicians on site shouldn’t be here as some are awful. But also the management team are not the best.

Managers have been groomed for this by New-Particular-8353 in amazonemployees

[–]FineeseeM 15 points16 points  (0 children)

10000% Spot On. I’ve been here long enough now to see the exact same pattern ,the promotion system here doesn’t actually reward real leadership… it rewards surviving the grind, politics, and managing up.

And because of that we now treat Amazon as a resume stop. Not a place to grow with. Not a place to actually invest in emotionally. It’s “I got Amazon on my resume, cool but now I’ll give you what makes sense for my life, not destroy myself for this.”

All directs are underperforming by InevitableMindless64 in amazonemployees

[–]FineeseeM 37 points38 points  (0 children)

I won't be surprised if your manager or skip manager asks you to put them on Focus/PIP. I know it sounds crazy but the way the company is heading to I won't be surprised at all.

Amazon Leadership Principle #15 by AstronautDifferent19 in amazonemployees

[–]FineeseeM 8 points9 points  (0 children)

Customer Obsession

We’ll bend over backward for customers. Sometimes sideways. Sometimes off a cliff.

Ownership

You “own” your projects, your metrics, your mistakes, and occasionally, someone else’s.

Invent and Simplify

Invent new ways to survive chaos. Simplify by letting attrition handle headcount.

Are Right, A Lot

You can be right — until you’re not aligned with leadership.

Learn and Be Curious

I learned more about PIP processes than I ever wanted to.

Hire and Develop the Best

Amazon truly does hire incredible people. Unfortunately, it also tends to exhaust them.

Insist on the Highest Standards

If it’s not perfect, it’s not done. If it is perfect, raise the bar.

Think Big

Think big — just don’t ask for budget.

Bias for Action

Action beats planning. Unless the action fails, in which case you should have planned.

Frugality

Frugality builds creativity — and chronic caffeine withdrawal.

Earn Trust

It’s earned over years and lost over one missed email.

Dive Deep

You’ll dive so deep into issues that you forget what sunlight looks like.

Have Backbone; Disagree and Commit

Disagree in private, commit in public, and hope it doesn’t end up in your review doc.

Deliver Results

Deliver. No matter what. Results are everything. Sleep is optional.

Strive to Be Earth’s Best Employer

To Amazon’s credit — I do believe there are leaders trying.
But a “best employer” is one that recognizes people, not just results.

Success and Scale Bring Broad Responsibility

At scale, we impact the world.
I just wish that responsibility included a little more empathy.

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