Here is a question for folks that have experience outside Nike. What's your opinion on Nike's middle management if compared to other companes where you worked at? I am not fishing for info or trolling, I am not looking for names are trashing of mgmt. I am just curious on how you perceive it from the org and cultural standpoint.
7 replies (most recent on top)
The people manager isn't necessary dead in the corporate world but it definitely seems dead at Nike. I've encountered senior directors (I won't call them leaders) who actively tell their directors not to bother with managing their people. Just manage up. They're all so bad at supporting the people doing the work.
Let’s be honest. Some middle managers might be good as Process managers, but the vast majority are really bad people managers.
All those nice trainings and books about being a manager somehow are forgotten: help your direct report to grow, provide a timely feedback, make them feel involved, delegate, coach, “you’re only good as your manager when your teammates are succeeding”. They have vague ideas on how to set SMART goals, way too much time on the zoom calls with upper management and not you, also struggling with the career, etc.
Maybe the whole idea of the “people manager” is dead In the corporate world. IDK. You’re your own manager.
I could go on here for a long time but I will just leave it that the first problem is that there is way TOO MUCH middle management. CDA did not go far enough
Difficult question to answer OP. Nike is a huge company and being a “middle manager” can and often does mean very different things depending on which org you work in, your geo, and what you’re particular job function is. I.e., being a middle manager in Brand in Beaverton is very different from being a middle manager in Finance in Hilversum, which is different still from being a middle manager in other areas.
It’s very difficult to make any useful generalized statements about Nike middle managers. The company is too large and too dispersed for that.
I report to the Manager of Taking Credit For My PowerPoints. He's a lifer.
You can't throw a rock around here without hitting a "director".
It's all about moving up the next rung in the ladder, so you end up doing work to make your manager look better. Many aren't interested in developing talent because that doesn't tend to be what you're graded on.