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All of the MeToo / racism incidents in the last two years of high profile tech and media hiring are making a very strong argument for a reexamination of bottom-up, collect input from line workers, mid-lvl mgmt, and potential reports, as a mainstream technique in hiring.Permalink On twitter.com
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Mood -1 🙁
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In almost every one of these cases, the person who the potential hire was to report to clearly failed to make the hires' potential employees part of the process where those lower level employees would have been able to identify problems earlier in the process before it exploded.Permalink On twitter.com
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Mood -3 🙁
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In the social media / online world, bad behavior or positions incompatible to the work culture that were previously only assumed / part of a whisper network are now out in the open in forums that more jr employees swim in for everyday work and life reasons. These are major issuesPermalink On twitter.com
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Mood -3 🙁
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This is only compounded as an issue because in an increasingly Slack-using, always online, remote-only, world, your manager is way more integrated into your every day life and being a p.o.s., while it never should have been tolerable, is now impossible for down line employees.Permalink On twitter.com
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This is why heads down cultures are seeing an increase in employees speaking out & sending letters. Not only does hiring someone who is sexist, racist or just shitty go against the given philosophies and cultures of these companies. It's grounds to quit as an employee...Permalink On twitter.com
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Mood -7 🙁
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A bad manager could always compromise the ethical approach of your company, and that's bad, but now they can make employees lives literally intolerable. You can't walk away from work and so sensitivities to managers are higher then ever. I don't think higher sensitivities are badPermalink On twitter.com
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Mood -7 🙁
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But I think some of the cos out there need to acknowledge it doesn't matter if you consider your company a sports team, a family, or a laboratory, your ability to hire and retain employees is going to be increasingly dependent on their relationship with their direct manager andPermalink On twitter.com
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Mood +1 🙂
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It's time to reexamine hiring practices in that light and look towards approaches that give the managed more say in the hiring process of their managers...Permalink On twitter.com
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Many of the previous places I worked were only top down, especially on the high level hirings, and I've never seen it work better than when lower level employees are involved in the process to some extent. Even peer roles in the process garner real improvement.On twitter.com
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Mood +6 🙂
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But even if you won't acknowledge that, I think recent events have made it clear, that involving some down line employees in the process is very likely to save you time, treasure, and bad PR trouble.Permalink On twitter.com
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And if you're out there applying for high level management jobs, I generally think it's very good practice to try and ask to talk to some of the folks you'd be managing, even if that's not initially offered.Permalink On twitter.com
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Mood +3 🙂
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I'm super happy w/my current manager, & as I've been managed by more people thru my career it has really made clear there are basically no mediocre managers, you either got great people or folks who can't even manage to lift themselves above the low bar of the no asshole rule.Permalink On twitter.com
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Mood +4 🙂