Stepping stone to something better... An opportunity to learn how not to lead and motivate employees and run a healthy business.

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ELT is disconnected with reality. Senior management are puffed up with sycophants. Mid-management is incapable of hiring competent workers for positions. Heroics, fire fighting and 'fake it till you make it' make up the fabric of company culture.

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Leadership and employees are filled with sycophants that get awarded and promoted. Everything is on fire and always on fire - but fire fighters are over worked, under valued and have low morale. Failures, failed projects and projects with no ROI are valued and praised. Leadership lacks focus.

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High performers at Calix are constantly challenged by balancing leadership's shifting priorities without delivering real value. They often work alongside freeloading and incapable team members. Leadership fails to address these challenges, creating a frustrating work environment.

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Calix contributes towards most benefits

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Remote work is encouraged and embedded in the culture

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Working from home is embraced

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That I have a trusted friend and partner in the same function.

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The most positive aspect of our company culture is the fully remote work environment.

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Pay employees according to the value they deliver and enable for the company. Award raises and bonuses according to employees' performance.

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The Supply Chain and PLL organizations desperately need to think, plan and operate strategically instead of operating in a constant state of fire drills.

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They need to be replaced. Co-workers, especially in leadership roles, lack drive, experience and the ability to lead and mentor employees to take Calix to the next level.

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Being given raises and promotions that is equitable to my performance and growth and not based on the constraints of a leader's budget. Leaders should have separate budget pools for raises, promotions and bonuses.

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Most mid to senior management at Calix are Mavericks or Venturers, indifferent to structure, details, or processes. Direct reports must quickly execute their leaders' spontaneous ideas. The organization lacks skills in analysis, problem-solving, data-driven decision-making, and clear communication.

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Price’s Law dominates Calix's culture, leading to limited career advancement and inconsistent promotions. High performers lack work-life balance. The company struggles with decision-making and leadership, fostering a culture of fear and low trust between e

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The organization is VERY accepting of failed projects and mediocrity within the ranks of leadership and employees. Cliques, buddies with senior leadership and sycophants are awarded and valued more than delivering actual valuable work to the organization.

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Prioritize initiatives and projects ruthlessly. Not all ideas can and should be implemented. Root out incompetance and slackers. Too many employees ride on the heroics and experties of competant employees. Star employees are not being recognized and are burning out.

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No corrective actions will improve the quality and quantity of work and value some coworkers deliver. Fire incompetant workers, ruthlessly review the performance and value of employees, and adjust compensation, responsibility and promotions according to the results of these performance reviews.

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Ruthlessly prioritize projects that need to executed in the next 6 months that aligns with the business goals and that will deliver true ROI. Too many projects are approved and pushed as the priority, without any ROI. Split the org between Marketing and Operations - the leadership is unfocused.

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Leadership operate and think like an old boys club. Leaders are hired rather than promoted from within. Diversity within leadership is non-existent. Leadership are out of contact with the actual culture of the company. Promotions are easily given to those that fit into the old boys club profile.

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ELT is disconnected from the reality of whats happening on the ground. ELT puffed up senior management with sycophants. ELT is incapable of prioritising initiatives and projects. Everything is always on fire and needs to be solved immediately. Mid-management making poor hiring choices.

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