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Perhaps get a little feedback from somebody likely to be affected by it, or HR, before blasting it to the whole company? That's a better way. Separating out the
by oddlyaromatic 9y ago
Perhaps get a little feedback from somebody likely to be affected by it, or HR, before blasting it to the whole company? That's a better way. Separating out the legitimate issues from the speculation about potential reasons (which to me is where most of the nonsense lies) would have been a better way. And unless the internal memo system is the only way to communicate within Google, he probably had other options to pilot this piece without burning bridges. Like to his supervisor say "hey, I want to send out this memo, do you think I'll catch some flak or is it fine?" I'm not, by the way, actually saying I know the best way. Just that, to me, there seem to be many obvious better ways.
- humanrebar 9y agoNone of those outcomes sound like a company-wide discussion or healthy debate though.
- oddlyaromatic 9y agoWe were talking about a starting point. I'm saying maybe the edges could be knocked off in some kind of orderly way so that the company-wide message he ultimate sent might not have blown up in his face so badly. He clearly thought he was doing fine, but now he's getting all his feedback all at once and has lost his job. So just maybe a little pre-consultation about how to approach this topic (without accidentally implying things that lead to headlines and firings) would have benefited the actual goal of moving debate forward.