We've spent our week of introspection asking hard questions of ourselves and each other. We're ready to share what we've learned.Links Referenced in the Vide...
Although I don’t disagree, publicly announcing turnover stats that are far below average kinda blows a giant hole in the “LMG is a toxic hellhole” narrative. I’ve been in toxic hellholes, and turnover tells the real story.
This also doesn’t negate necessarily Madison’s statements and there probably have been real issues, but I think this is the part of the video where he said (paraphrased) “don’t panic about a rise in intentional turnover.” I lead a team about LMG’s size, and people often don’t realize that you can say and demonstrate your values consistently at this size, and still have someone fuck it up because some people just come to the org with the wrong learned behavior and it’s gargantuan to re-program them to a healthy state, and a smaller few are just unsalvageable assholes. See also, the Stanford Prison experiment. It would extremely not blow my mind to learn that a few people or a particular team in LMG are entirely toxic and it was missed, and also that the experience for the vast majority doesn’t match with this and they’re trying to run an ethical company. My (optimistic) assumption is that the intentional turnover comment is probably going to focus on those that Madison dealt with.
Agreed, I thought mentioning those statistics was a tasteful way of addressing that conversation as best as possible in a YouTube video, and those “people will be fired” comments felt like a clear commitment to rooting out and going as far as firing anyone creating that kind of environment.
The amount of “Linus didn’t even talk about” in this thread is crazy to me, just feels like bad reading comprehension when he directly addressed most of the conversation (HR, work hours and environment, etc) and even committed to firing people in a video his staff will all be watching.
Although I don’t disagree, publicly announcing turnover stats that are far below average kinda blows a giant hole in the “LMG is a toxic hellhole” narrative. I’ve been in toxic hellholes, and turnover tells the real story.
This also doesn’t negate necessarily Madison’s statements and there probably have been real issues, but I think this is the part of the video where he said (paraphrased) “don’t panic about a rise in intentional turnover.” I lead a team about LMG’s size, and people often don’t realize that you can say and demonstrate your values consistently at this size, and still have someone fuck it up because some people just come to the org with the wrong learned behavior and it’s gargantuan to re-program them to a healthy state, and a smaller few are just unsalvageable assholes. See also, the Stanford Prison experiment. It would extremely not blow my mind to learn that a few people or a particular team in LMG are entirely toxic and it was missed, and also that the experience for the vast majority doesn’t match with this and they’re trying to run an ethical company. My (optimistic) assumption is that the intentional turnover comment is probably going to focus on those that Madison dealt with.
Agreed, I thought mentioning those statistics was a tasteful way of addressing that conversation as best as possible in a YouTube video, and those “people will be fired” comments felt like a clear commitment to rooting out and going as far as firing anyone creating that kind of environment.
The amount of “Linus didn’t even talk about” in this thread is crazy to me, just feels like bad reading comprehension when he directly addressed most of the conversation (HR, work hours and environment, etc) and even committed to firing people in a video his staff will all be watching.
Indeed. It feels like quite a lot of commenters watched a different video.