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So yes this is the easy way, but wouldn't this also help the vicious circle to continue? Would this let bad managers to push out people whenever they feel like
by 0x002A 5y ago
So yes this is the easy way, but wouldn't this also help the vicious circle to continue? Would this let bad managers to push out people whenever they feel like they are challenged to manage or just as they like it, successfully everytime ? Toxic culture thrives on that and I don't think it stays contained in the company(ies) people are pushed out from.
I think we are hearing more and more managers put people in PIP or other manage-out tools as a retaliation and everyone suggests to apply other jobs when there is a confrontation. Well, when all the companies share the toxic management culture it will be too late ask the culture to change, won't be? I believe more people should stand their ground when they face unfairness, hostility and/or bad management for some more time as they can afford. Making bad managers life easier does not solve the bigger or growing problem. It won't change as long as they go away silently and conveniently.
- fsociety 5y agoThe issue is that companies are setup to protect themselves in every way possible, and they will do that. I worked on an abusive team and raised blatant harassment to my skip. They ignored it, so I slowly worked my way up the chain to the head of engineering. I was given all the support in the world, and then suddenly let go and told to pound sand. My lawyer said that I could fight it for settlement but it would not be worth the investment to do so. During that time I learned many others quit in the same office as me. The only impactful thing I could do was post a negative review on Glassdoor, and tell people 1-1 about my horrible experience. I ended up going from a midsized company to FAANG, and my career is better from it. It was slightly worse than this. The head of HR was going to cull my office of abusive team members, but they themselves were fired before they could do that. This was before I joined. I reached out and they were willing to speak with the head of engineering about the history of harassment, but my company refused. I also had a direct line with the founder, who in onboarding gives a two hour spiel how this will be the greatest company to work at, because their number one priority is employee experience. They ghosted me and several other senior members when we tried to raise concerns with them. My best guess is that, they were seeking to be acquired and did not want to risk any drama which might impact their valuation. About a year after, they were acquired by a company with shitty terms for employees. I think that employees should prioritize themselves first, if the company won’t do that. To your point though, this is a flawed system. Perhaps the next wave of startups will clue into this. I think it would be a huge competitive advantage if done right. Creating a safe and productive work environment can help people to flourish. I refuse to put that company on my resume.
- 0x002A 5y agoThe issue to me is companies are not perfect machines and letting machines chewing up human beings is an issue that humans beings can address and solve. I think more people should stand up when they face unfairness, regardless of they face it or somebody nearby, also communicate and help each other. I don't think when people have accept their fate and go to the next job, they are relieved and not bringing the emotional baggage. People (ideally) should be changing jobs for a change or a new challenge, or better pay or things appealing them more in a new job, not escape from another.