Has anyone experienced issues managing former Amazon employees? I've hired a few ex-Amazon employees (non-devs) on my team at Samsung, and at my previous company (FAANG) and they haven't really worked out too well. They've all been talented (smart), but they're also extremely combative and generally don't work well with other team members. Thought it was something I was doing wrong in managing these folks, but following their careers afterwards I see them bouncing from company to company after spending only months on the job. Is there something in the Amazon culture these folks aren't finding elsewhere? Have other managers experienced similar issues?
You don’t grow inside Amazon. Amazon grows inside you !
Deep
May be they are still abiding by the amazon leadership principles. LOL
Personally I also try to avoid coworker/boss who are ex amazon due to this nature. I guess you cannot survive amazon if you do not become evil.
I'm not surprised.
Same with ex-Apple employees
Amazon leadership principles - Have backbone , disagree and commit , Insist on High Standards .
Amazon has way too many employees, how do you differentiate yourself if you speak in terms of we? Bottom 6% are pipped so it's not uncommon to climb up by stepping on others.
From a coworker at Samsung who was at amazon for 2 years, he told me most teams were designed to compete against each other, and therefore foster a me first type of attitude and relentless pursuit to outdo/outwork the other teams. I was also told this was esp true at lab126.
There is a reason relentless.com redirects to amazon.com 🙂
Sounds like culture mismatch, and probably something to look into about your interviewing process.
What do you do when you have culture mismatch. Want to hear both story fro being Amazon employee
Amazon spends a lot of effort screening for cultural fit during interviews, that's part of what leadership principals is about. But that said, fit, adaptability vary by person and are subjective to measure. I don't really know much about Samsung's culture, but it sounds like it's more cooperative and harmonious (wild ass guess). So maybe more time should be spent screening candidates to see if they are a match (or can adapt) to Samsung's culture. Once hired, and there's a mismatch, either you need to train/coach the hire or cut your losses and move on. On in rare cases, perhaps the team should adapt to the new hire if they are amazingly good.
They are seeking 🍌🍌🍌