7 ms·

The solution is escalation.

• kulahan 4y ago
  Yep. The whole point of escalation is so someone can tell everyone to shut up and do X. Solves all these problems.
• madaxe_again 4y ago
  Correct answer. You do not win by playing a defensive game, and it’s essential to realise that the organisation’s goals are not your goals. The correct strategy here is to go on the offensive. Make friends with your manager’s manager’s manager. Just go full on social bribery mode. Invite them for Christmas dinner. Even if they decline, it will make them remember you, and next time, ask them to a barbecue or a picnic instead, and they’ll say yes. If you can’t throw that high, shoot for your manager’s manager. Once you’re in, get the dagger in your manager’s back, but only once you’ve made them a pariah, take their role, and repeat until you retire wealthy. Remember to take every opportunity to accrue political capital. Eventually you will be in a position to fire people who make poor decisions, but you won’t, because the salary is good, and retirement is only a few years off. You literally cannot prevent this behaviour in any human-operated organisation of any scale beyond a fistful of people - you can only co-opt it.
• tedunangst 4y ago
  Who should escalate to who and what should that person have done in this scenario?
• throwaway892238 4y ago
  Unless the org chart was designed deliberately to make escalation produce no result.