Not in my case. I left Google but it wasn't because of my direct manager. It was because of Google-wide issues that are outside of my or my manager's or my director's control.

Usually front line managers are kind of hamstrung. Yes they can fight for their people, but the reality is, that if the C-Suite only wants to give you a %2 raise because well, they have an off-site meeting in Maui -- well tough.

The modern management model has been to reduce the power of the front line manager to the point he can only maybe hire and fire, but then he is the one to give the employee bad news.

There was never a management model where front line managers could freely decide on raises. There's always a budget, and you playing favourites causes drama.

Red Pill:

The boss/employee relationship depends equally on both people. If you always "have a terrible boss" that really means your relationship with your boss is bad, which depends on both people.

You were warned. The Red Pill is near:

To spell it out: If you consistently have a terrible relationship with your boss, with several bosses... I'm sorry, but the common factor is you. You're probably a shitty employee.

What you wrote doesn’t seem related to the comment you are replying to.

Plus, your unrelated response comes off as arrogant and judgemental.

The more negative things a new hire has to say about their former employer or coworkers, the more likely that they are unbearable to work with.

Maybe, but it’s a mistake to begin applying this without a big-enough sample. A slippery slope exists: what if they say negative things about the domain? Worry that new patterns in project management are unproven but unchallengeable? I’ve had new hires say that their old team was “hard to work with” but for a release cycle I can’t be sure if that’s a compatibility odor or simply the truth.

Telling someone they are a bad cog is the corporate machine is not Red-Pilling. It's Blue-Pilling.