Companies like LinkedIn and Google have a huge problem with entrenched middle-managers who engage in ways that harm the company bottom line and reputation. They do so in the expected ways by empire building, and trading competitive meritocracy for bureaucratic autocracy in their orgs. They do so by rewarding loyalty to themselves above all else. Many of these managers come from Google and have made their way into companies like LinkedIn and have wreaked havoc on a previously competitive workforce. They weren’t exactly exposed at Google, because revenue at Google essentially books itself. They are being exposed at the organizations that they have moved to after being ousted at Google for these same practices.
It seems like the tool that executive teams are using to rid themselves of these entrenched managers are return to office mandates.
We all know that it is very costly and extremely difficult to fire management.
Many of these managers, especially those from Google, only left Google because they were eventually squeezed out by the manager RTO initiative just over a year ago.
A RTO mandate that forces performance review implications seems like a pretty genius way to get these managers to leave on their own. The result will be more open positions for the hungrier employees who never left the metro of the company, and are still hell bent on succeeding in their career.
How long do we think it will take for the result of this action to come to fruition?
It seems like the tool that executive teams are using to rid themselves of these entrenched managers are return to office mandates.
We all know that it is very costly and extremely difficult to fire management.
Many of these managers, especially those from Google, only left Google because they were eventually squeezed out by the manager RTO initiative just over a year ago.
A RTO mandate that forces performance review implications seems like a pretty genius way to get these managers to leave on their own. The result will be more open positions for the hungrier employees who never left the metro of the company, and are still hell bent on succeeding in their career.
How long do we think it will take for the result of this action to come to fruition?