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> How do you objectively (not subjectively) determine if a manager is bad? If 200 people in the organization are "happy enough", it's your word versus theirs on

> How do you objectively (not subjectively) determine if a manager is bad? If 200 people in the organization are "happy enough", it's your word versus theirs on what a good manager vs a bad manager is. HR should track the attrition rate for each manager. If twice as many of manager X's reports are quitting or transfer to other teams than manager Y's reports, then manager X or the projects they manage might be a problem (for employee morale and company success). HR can also send out anonymous employee engagement surveys.

yjftsjthsd-h 5y ago
> HR can also send out anonymous employee engagement surveys. If employees view management or the company as Bad™, they will assume such surveys are 1. not actually anonymous, and 2. never going to make a difference, and all claims to the contrary will be seen as empty platitudes. (Obviously this can be counteracted by actually showing that the company is willing to act on feedback, but even if you're in a position to do that you have to get over the bootstrapping hump.)
mejarc 5y ago
I was invited to answer one of these, at a company with truly the most hateful manager I've ever had. Oh, was I ever ready to offer my jaundiced, embittered opinion...until the survey required I log in with my company email address. Yes, there was the usual verbiage about anonymizing, blah, blah, but I lost all confidence that my response wouldn't be tracked to me. I never returned the survey. I still haven't determined whether this was by incompetent or malicious design.
- ectopod 5y ago
  There was a post on here years ago from somebody who sold software to corporations for "anonymous" employee surveys. He said that executives always wanted to deanonymise the results and, sadly, he was happy to oblige.
erosenbe0 5y ago
No way. My people leave because they gain skills and go to FAANG or fintech for way more money than we can offer.

yjftsjthsd-h 5y ago

> HR can also send out anonymous employee engagement surveys. If employees view management or the company as Bad™, they will assume such surveys are 1. not actually anonymous, and 2. never going to make a difference, and all claims to the contrary will be seen as empty platitudes. (Obviously this can be counteracted by actually showing that the company is willing to act on feedback, but even if you're in a position to do that you have to get over the bootstrapping hump.)

mejarc 5y ago

I was invited to answer one of these, at a company with truly the most hateful manager I've ever had. Oh, was I ever ready to offer my jaundiced, embittered opinion...until the survey required I log in with my company email address. Yes, there was the usual verbiage about anonymizing, blah, blah, but I lost all confidence that my response wouldn't be tracked to me. I never returned the survey. I still haven't determined whether this was by incompetent or malicious design.

ectopod 5y ago
There was a post on here years ago from somebody who sold software to corporations for "anonymous" employee surveys. He said that executives always wanted to deanonymise the results and, sadly, he was happy to oblige.

erosenbe0 5y ago

No way. My people leave because they gain skills and go to FAANG or fintech for way more money than we can offer.