I have witnessed a situation in which the superior criticized in front of everyone a new employee who has recently arrived here and from whom it is impossible to have the same expectations as from an experienced employee who worked here for a decade. That drama lasted for a while but it could have been prevented if only he tried to help instead of criticize him. And then they wonder why new employees stay here shorter than ever..
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I know of a few departments with toxic LL4+'s that cannot get anyone to work for them. It's sad because it is very well known that those people are the reason the departments are bleeding people.
Personally, I think the elephant in the room regarding retention is layoffs though. I don't see how anyone could picture themselves working at Ford long term when it seems like the tap on the shoulder is possible at any time (regardless of economic conditions). Loyalty is a two way street.
Radical Candor is not 'say and behave anything/anyway you want.' It is also supposed to be a two-way street.
So far, an LL3 and LL4 I've heard are using it as an excuse to say whatever they want. But when someone else uses Radical Candor back, they threaten the individual. So of course Ford is going to use it to radical candor down only. TOXIC CULTURE
He is just giving candid feedback. Isn't that part of management training and new policy? Annoying employees every quarter keeps them on their toes.
That supervisor must be challenged and humiliated, preferably in front of a chief engineer and a room full of people. I have seen it done at Ford. Unfortunately, bad and dehumanizing behavior by LL6+ is tolerated and even encouraged. The only thing that stops a bad guy with a temper, is a good guy with a temper.