4 ms·

I don't know how to put this ... but this is fascinating because it is a glimpse of what likely happens on the "other side of the fence" when a manager is discr

I don't know how to put this ... but this is fascinating because it is a glimpse of what likely happens on the "other side of the fence" when a manager is discriminating while maintaining plausible deniability. [The previous comment is flagged, but I hope the comment stays as it gives insight into the power a manager has.]

anonymous_anon 10y ago
My comment hasn't been removed. I don't know why it was flagged because I don't see how what I wrote violates the terms of use. * We can use words like bully and harass, but very often the victims feel absolutely terrorized, as described by the author of the Medium post that inspired these comments. Unfortunately for bullies and harrassers, I'd wager that, at most companies, much more is done behind the scenes than in front of the camera. I am ultimately responsible for those I promote, and I simpy cannot, both in terms of my conscience, and in terms of my career, promote people who bully and harrass others. I don't want to promote someone who draws HR's attention, or, god forbid, a lawsuit, because it makes me look very, very bad. If it were to happen a few times, I'd probably be looking for another job. Thus, it's just easier to dead end people because the reality is that bullies aren't more likely to produce superior work than anyone else. But this doesn't even matter because, even if a bully does produce superior work, I can just use words like 'temperment' and 'leadership qualities' in informal, closed door discussions and my manager will sign off. Like many here, in addition to believing that bullying and harrassment is utterly repellant, I can't afford to do my job badly because I have a family and kids to feed. The people I protect - and it's not all women by any means - usually have families and kids to feed as well.

4 ms·

I don't know how to put this ... but this is fascinating because it is a glimpse of what likely happens on the "other side of the fence" when a manager is discr

by rrauenza 10y ago

anonymous_anon 10y ago
My comment hasn't been removed. I don't know why it was flagged because I don't see how what I wrote violates the terms of use. * We can use words like bully and harass, but very often the victims feel absolutely terrorized, as described by the author of the Medium post that inspired these comments. Unfortunately for bullies and harrassers, I'd wager that, at most companies, much more is done behind the scenes than in front of the camera. I am ultimately responsible for those I promote, and I simpy cannot, both in terms of my conscience, and in terms of my career, promote people who bully and harrass others. I don't want to promote someone who draws HR's attention, or, god forbid, a lawsuit, because it makes me look very, very bad. If it were to happen a few times, I'd probably be looking for another job. Thus, it's just easier to dead end people because the reality is that bullies aren't more likely to produce superior work than anyone else. But this doesn't even matter because, even if a bully does produce superior work, I can just use words like 'temperment' and 'leadership qualities' in informal, closed door discussions and my manager will sign off. Like many here, in addition to believing that bullying and harrassment is utterly repellant, I can't afford to do my job badly because I have a family and kids to feed. The people I protect - and it's not all women by any means - usually have families and kids to feed as well.