3 ms·

You see, someone created an organization and then runs is as he sees fit (in fact, tries do do the best, to the limit of his abilities). Someone is displeased b

You see, someone created an organization and then runs is as he sees fit (in fact, tries do do the best, to the limit of his abilities). Someone is displeased by the results (Oh, the horror!), and starts raging how he would improve things. This often happens when a displeased person is working in a said organization.

chasing 6y ago
Employees are stakeholders in a company. They have the right to express displeasure when the founder "tries do do the best, to the limit of his abilities" and nevertheless creates problems and/or demonstrates they are incapable of quality leadership as the organization grows.
- ehnto 6y ago
  Depending on the company and employee I suppose, I think you would be giving people the wrong idea to call them a stakeholder at many companies. If a company is suffering from this Founders Syndrome, most people can only hope to see the ship stay afloat, as most people aren't going to be in a position to do anything about it.
- spottybanana 6y ago
  Employees have the right to express displeasure, but always makes sense to think if that really helps things or just demotivates everyone. Sometimes the discontent seems to be more on personal level, eg. founder/owner is not happy with the employee, the employee is not happy with the founder but still stays at the organisation. Often it would just make more sense to leave for another company. Edit: assuming here with discontent is not constructive criticism but more like general complaining without offering reasonable solutions.
- Andrew_nenakhov 6y ago
  When I got really unhappy with the way my ex-boss ran the company he founded (including many lies and false promises he never meant to keep), I have quit and started my own company. I imagine some employees have left my company, too, because they were unhappy with the way I ran things. However, I have never resorted to lies and making promises I never meant to keep.
  - yowlingcat 6y ago
    I don't know how long you've been running a company, but the bar to successfully surviving is a lot higher than simply refraining from lying or breaking promises. There's a reason why the vast majority of startups have failed and continue to fail time and time again. It's hard. But, you'll make it a lot harder on yourself if you blame it on others when they leave. It will mean that if there is a systematic problem with the company, you will have shirked responsibility of dealing with it and are putting everyone else who works at the company at risk. Is that something you're willing to do? Is rectifying it something you are equipped to do?
    - Andrew_nenakhov 6y ago
      > I don't know how long you've been running a company Since 2007.
yowlingcat 6y ago
> Someone is displeased by the results (Oh, the horror!) I've heard a lot of mediocre leaders express this same sentiment and I never understand it. It's such a tacit admission of incompetence on their end. This kind of smug, apathetic, flippant response is a defense mechanism which gets in the way of confronting the real challenges and gravitational forces that conspire against successfully growing a healthy organization. You need mechanisms to grow past the Dunbar number, and they'll never work if a critical mass of the organization (including, of course, its leadership) is willing to indulge empty platitudes like this. I'll give you a hint: who hired the displeased person working in said organization? If they aren't a good match for the organization, whose bright idea was it to hire them in the first place? If they are a good match, whose bright idea was it to create an organizational structure that doesn't set them up for success? There may be other management and executive layers present, but if and when those fail, responsibility ultimately trickles back up to the origin, the founder.

chasing 6y ago

Employees are stakeholders in a company. They have the right to express displeasure when the founder "tries do do the best, to the limit of his abilities" and nevertheless creates problems and/or demonstrates they are incapable of quality leadership as the organization grows.

ehnto 6y ago
Depending on the company and employee I suppose, I think you would be giving people the wrong idea to call them a stakeholder at many companies. If a company is suffering from this Founders Syndrome, most people can only hope to see the ship stay afloat, as most people aren't going to be in a position to do anything about it.
spottybanana 6y ago
Employees have the right to express displeasure, but always makes sense to think if that really helps things or just demotivates everyone. Sometimes the discontent seems to be more on personal level, eg. founder/owner is not happy with the employee, the employee is not happy with the founder but still stays at the organisation. Often it would just make more sense to leave for another company. Edit: assuming here with discontent is not constructive criticism but more like general complaining without offering reasonable solutions.
Andrew_nenakhov 6y ago
When I got really unhappy with the way my ex-boss ran the company he founded (including many lies and false promises he never meant to keep), I have quit and started my own company. I imagine some employees have left my company, too, because they were unhappy with the way I ran things. However, I have never resorted to lies and making promises I never meant to keep.
- yowlingcat 6y ago
  I don't know how long you've been running a company, but the bar to successfully surviving is a lot higher than simply refraining from lying or breaking promises. There's a reason why the vast majority of startups have failed and continue to fail time and time again. It's hard. But, you'll make it a lot harder on yourself if you blame it on others when they leave. It will mean that if there is a systematic problem with the company, you will have shirked responsibility of dealing with it and are putting everyone else who works at the company at risk. Is that something you're willing to do? Is rectifying it something you are equipped to do?
  - Andrew_nenakhov 6y ago
    > I don't know how long you've been running a company Since 2007.

yowlingcat 6y ago

> Someone is displeased by the results (Oh, the horror!) I've heard a lot of mediocre leaders express this same sentiment and I never understand it. It's such a tacit admission of incompetence on their end. This kind of smug, apathetic, flippant response is a defense mechanism which gets in the way of confronting the real challenges and gravitational forces that conspire against successfully growing a healthy organization. You need mechanisms to grow past the Dunbar number, and they'll never work if a critical mass of the organization (including, of course, its leadership) is willing to indulge empty platitudes like this. I'll give you a hint: who hired the displeased person working in said organization? If they aren't a good match for the organization, whose bright idea was it to hire them in the first place? If they are a good match, whose bright idea was it to create an organizational structure that doesn't set them up for success? There may be other management and executive layers present, but if and when those fail, responsibility ultimately trickles back up to the origin, the founder.