Re:How I almost made a huge mistake in an exit interview
by jackmaney on Monday February 09, 2015 @06:03PM
(#9024414)
If the situation is as you describe, then there is probably no way to truly fix the situation. Even if the toxic person was fired tomorrow, the culture would take a long, long time to change and recover.
Re:How I almost made a huge mistake in an exit interview
by mgkimsal on Monday February 09, 2015 @06:19PM
(#9024463)
That's not always the case. In my situations, much of the damage was done in terms of people leaving, but after the primary individual was gone, things got 'back to normal' (with some new staff) within 6 months. Much of that will depend on management, and if they let the bad actors go on that long, one might question their ability to repair things, but it's not impossible.
Re:How I almost made a huge mistake in an exit interview
by wesd on Monday February 09, 2015 @07:04PM
(#9024644)
Is that person a manager? If not, how doesn't his manager not notice his impact on other individuals to a point where ten people leave the company?
Re:How I almost made a huge mistake in an exit interview
by noehps on Sunday February 15, 2015 @06:55PM
(#9054686)
The toxic person was hired by the CEO and predates his manager.
The toxic person was likely valuable early in the company's history (he's great at throwing together prototype-quality code), and that reputation makes him hard to fire.
Every one of them decided to be 'professional' to not 'burn bridges' and they did not name names. The toxic individual is still there. He is still incredibly powerful, and he is still destroying value left and right.
I really, really wish they'd named names. Right now management knows that they had ten undesirable voluntary terminations. They don't realize that they all have a single primary contributing factor. As such, there's no possible way the problem will get fixed.