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> How can this happen? How many other three-sigma customers are mysteriously ghosted off Uber cold-turkey? How can a public company survive with this brittle a

> How can this happen? How many other three-sigma customers are mysteriously ghosted off Uber cold-turkey? How can a public company survive with this brittle a system? If you have ever worked in one of these move fast companies, you know that nobody in the company cares. Every single person there is just doing enough for a promotion or to avoid a pip. Quarter after quarter, they are just focusing on BS metrics such as tickets resolved, lines of code and other such nonsense. Fundamentally, these companies are not set up with the right mission and the right incentives. Doing good by customers and employees is not a thing.

cxr 3y ago
The suggestion that this has something to do with "these move fast companies" is off the mark. I can tell you about tiny local businesses with about dozen employees, maybe less, whose owners' don't-care attitude has the same effect.
- nine_zeros 3y ago
  My point was that among public companies, there is a class of companies that move fast and quick, as opposed to businesses that are slower and cautious. The slower companies by design are slow because they care more about long term value than the next quarter alone. Slower companies go through ups and downs in their stock prices all the time and don't blink much because they want to be around for a long time.
  - cxr 3y ago
    > The slower companies by design are slow because they care more about long term value than the next quarter alone. This is something that is at odds with my firsthand experience here, too. Your previous characterization: > nobody in the company cares. Every single person there is just doing enough for a promotion or to avoid a pip. Quarter after quarter, they are just focusing on BS metrics such as tickets resolved, lines of code and other such nonsense ... also applies to them—i.e., large, inefficient orgs that have nothing in common with the move-fast approach. Slow companies are slow because their size and approach to hiring/retention means they're stupidly inefficient. They end up with ossified corporate and social structures that the defenders don't even understand. (Ones that aren't a form of redundancy or the result of other wisdom, but because tons of people in the org, including leadership, can't see beyond the end of the shift, let alone to the same quarter the next year, and can't be bothered to care, either).

cxr 3y ago

The suggestion that this has something to do with "these move fast companies" is off the mark. I can tell you about tiny local businesses with about dozen employees, maybe less, whose owners' don't-care attitude has the same effect.

nine_zeros 3y ago
My point was that among public companies, there is a class of companies that move fast and quick, as opposed to businesses that are slower and cautious. The slower companies by design are slow because they care more about long term value than the next quarter alone. Slower companies go through ups and downs in their stock prices all the time and don't blink much because they want to be around for a long time.
- cxr 3y ago
  > The slower companies by design are slow because they care more about long term value than the next quarter alone. This is something that is at odds with my firsthand experience here, too. Your previous characterization: > nobody in the company cares. Every single person there is just doing enough for a promotion or to avoid a pip. Quarter after quarter, they are just focusing on BS metrics such as tickets resolved, lines of code and other such nonsense ... also applies to them—i.e., large, inefficient orgs that have nothing in common with the move-fast approach. Slow companies are slow because their size and approach to hiring/retention means they're stupidly inefficient. They end up with ossified corporate and social structures that the defenders don't even understand. (Ones that aren't a form of redundancy or the result of other wisdom, but because tons of people in the org, including leadership, can't see beyond the end of the shift, let alone to the same quarter the next year, and can't be bothered to care, either).