[siruncledrew]

I think another thing that influences annoying habits of "effective" people is that no executive/manager is going to hold a CEO accountable for being late/strolling into work, whereas if a CEO didn't like it that person would be be immediately told to stop and change their behavior.

[JumpCrisscross]

> no executive/manager is going to hold a CEO accountable for being late/strolling into work

I did this. I had just been promoted to the lowest manager position at a global bank. Our global head had a habit of starting meetings late.

After one, I asked to speak privately. I said I had been working hard with my team on improving their timeliness. They responded, and our mornings became more productive as a result. But once a quarter they came to these meetings and saw the top guys in our division stroll in late. It undid work I fought hard for, and which I continued to believe in.

He thanked me for my perspective and was never late again. (Another example: CEO assigned our intern class a book assignment. I proceeded to reject the author’s thesis.)

Organisations that don’t permit upwards feedback are, in my opinion, unhealthy.

(In the interest of balance, I have also given upward feedback that was rejected. The reasons for their rejection changed how I worked going forward, every time productively.)

[toomuchtodo]

Were you ever terminated or had your contract not renewed for providing upwards feedback that was rejected?

[maerF0x0]

on this thread. There is defensible feedback and there is just being contrarian. If you have a reasonable position, you may just be missing the CEO's context and they should be smart enough to see the gap and fill it in for you. Without requiring a pink slip.

[toomuchtodo]

Defensible feedback can still get you fired.

[maerF0x0]

In the world of at will employment, everything, anything and even "nothing" can get you fired.

[JumpCrisscross]

> Were you ever terminated or had your contract not renewed for providing upwards feedback that was rejected?

Not to my knowledge. More memorable was the positive response I received to both of the aforementioned pipe-ups. Granted, I'm pretty up front about wanting open communication in any corporate culture I join, so I'm heavily selecting–during interviews and random conversations–for teams who value that.

[cube00]

Just on "late shaming" in general, sometimes people have legitimate reasons for starting later. They might have been up until early morning in conference with another time zone, they might have family responsibilities, etc. If they're late to scheduled meetings by all means hold them to standard, but if they're just arriving in the office later then everyone else I'm not so sure that's cause to be held "accountable" no matter your level.

[justtopost]

Most see those who can't reliably reconsile family responsibilities and the responsibility of having a job to provide for said family, as bad employees. Maybe only bad because of lifestyle fit, but bad for your org. Being unreliable is worse than not being there at all for most jobs.