Too true, and the larger orgs definitely have that as a concern.
And some specific managers who would be better not leading people (aka fired) are a weird case where the in-person interview can kind of discern that. Basically, one has to learn what to ask and how to ask to suss out which team leads are good and which ones aren't. Then again, it's a definite problem where you are in an org can make or break you.
However, we have to separate "shitty manager" from "shitty organization forcing managers to enact shitty policies". And this is where I think Glassdoor 1 and 2 star reviews can show policy trends (versus bad manager trends).
And of course, you may get a company that avoids most of the reviews in scummy ways. I know that the company I worked for that got bought out had a clause they wanted us to sign that stated "no negative comments about us anywhere". What's funny is this is actually illegal under the NLRB. But to me this was a massive red flag to get the hell out (and I did).
And some specific managers who would be better not leading people (aka fired) are a weird case where the in-person interview can kind of discern that. Basically, one has to learn what to ask and how to ask to suss out which team leads are good and which ones aren't. Then again, it's a definite problem where you are in an org can make or break you.
However, we have to separate "shitty manager" from "shitty organization forcing managers to enact shitty policies". And this is where I think Glassdoor 1 and 2 star reviews can show policy trends (versus bad manager trends).
And of course, you may get a company that avoids most of the reviews in scummy ways. I know that the company I worked for that got bought out had a clause they wanted us to sign that stated "no negative comments about us anywhere". What's funny is this is actually illegal under the NLRB. But to me this was a massive red flag to get the hell out (and I did).