How is the workculture in fedex and if i have mult...

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Its been almost a year at Fedex ACC, so I believe I am good to post my experience.

1) Highest Micro management-
Examples-
a) manager says u can work flexible but tell me those flexible hours, is it 10-7, 11-8 or 10-4+gohome+5-8/6-9, but whenever manager messages on teams you shd be available.

b) wfh can be availed one day per week, but you must provide reason why, beg them for same, then also they pressure you to apply leave instead of wfh. Comp provided wfh is name sake, manager will force you to not take wfh

c) user story is 3 pointer , dev can decide when to complete based on complexity in PI planning, but manager will poke you twice a day officially, unofficially every hour for updates, then on 3rd day manager will target you for not completing a 3 pointer in 3 days.

2) Manager Involvement-
Examples-
a) Story pointing , dev says 3 pointer, manager says why, its 2 pointer only, manager decides points finally.

b) Feature discussion, lead says we will plan so and so way , which gives better out put and less risks, manager decides how to code, how to test, how to deploy, no risks considered, if anythings breaks dev must sit whole night and resolve. Prod issues are not priority, defects are more imp (sic)

c) story testing is not done , only dev testing and closing, seperate feature testing and regression testing happens fron QA team and they provide defects and dev will resolve, catch here is dev shd resolve it in 1 day no matter what.

D) Wrong estimations in PI planning- story is estimated along with QA efforts but in reality, only dev unit tests and closes story on the board, QA has no role during sprint/iteration.

e) manager involves into deciding priority of the stories to be completed, ideally PO decides but not here at fedex

3) Culture-
Examples-
a) Your manager will personally target you if you talk about working guidelines, manager will take revenge on you by cornering you, isolating you in team meetings, story discussions, any major communications, they will ignore you even on teams communications.

b) Manager will target you, deep dig only your code issues or merge issues or conflicts or test cases failures, QA progress, all this infront of whole team and if you try to explain your version, manager is deaf suddenly.even if you tell you cant complete, there is no listening to it, hook or crook you must complete in given deadlines and deployment dates, again these deadlines are not communicated or discussed within team meetings but communicated to business with out team consenses and then pressured to dev team or QA team to complete work.

c) If your laptop has crashed or becomes unresponsive or dead slow its your fault, if you have network issue or authentication issues even when you are in office, its completely your fault. It will be highlighted as professionally unfit.

d) Again if you try to justify with proofs, you will be taken to HR saying behavioural issues that your laptop is purposefully dead or purposefully getting updated, while IT team might have released a security update.

e) RTE and Agile coach-
Agile coach never available, only name sake hired to prove outside SAFe is being implemented, coach always busy for nothing, coach needs coaching unfortunately to behave properly, talk professionally.

RTE are name sake again, highly resists change, when informed about what is happening with in team with manager, says "all this agile, safe etc, is just for books and trainings, if your manager thinks some process is working let them do the same in the team, but you have to bear the consequences or cost of not following a Agile process".

Generic-
There are hardly a couple of good managers who understand the team dynamics but those teams are fully occupied and those teams are high performing, so dont expect you will be placed to those teams since no one wants to leave good manager teams, also fedex doesnt allow you to switch internally to a diff team for 18 months + your manager shd provide a positive feedback to switch to diff team, which wont happen.

Beyond all this, parking space issues, traffic blockage at gate 3 and gate 1 , U-turns are jam packed, Building ID cards wont be issued for a minimum of 6 months. Food provided is very average, after 2pm many items are empty, if you dont book a coupon no food, if you dont cancel coupon or dont avail food for 2 days in a row, food coupon is cancelled for next whole week. Vending machine mostly on the floor doesnt work, it takes money but the food item wont come out of the machine.

Hiring is on freeze, any hiring you see is just the backfill of the employees who left this culture. Those positions are highly micromanaged which is the most common reason why those positions got empty.

Old stack and old legacy applications, its worst than service based companies, they have hired managers from poorly working culture organisations, I feel service based are much better.

Onefedex god knows when it will happen, no great progress on the move.

Lot of higher management catchups with no ones use, no skip level meetings. Culture training HR says to medidate and follow breathing excercises if you have manager issue or team issues.

They provide SAFe certification to everyone for free with 3 days workshop.

Finally, people culture profit or PSP is not in reality, only for trainings.

I believe I covered most points, hope it gives a broader picture and helps to take wise decision.

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