[wolco]

Many of these sound like they come from junior members disillusioned with how things work.

Things like my manager didn't listen to me so I feel belittled. I have the second most experience so he should have. The company then moved me to a different team and I wasn't second in command so I lost my leadership.

Doesn't the manager pick the team? If you don't support his vision and want to use a different approach being moved to a different team may be the best solution. What does this person want Google to do? Talk to the manager and tell them to listen to change the approach and listen to this team member because they have different ideas and they need to feel heard.

Google can't get involved at that level and start second guessing technical details just because someone needs to be heard. They will judge the manager by the project's overall goals.

The problem is google is giving too much freedom to employees who are use to a little bit more handholding and structured interactions.

[jakelazaroff]

That’s not what the article says:

> “I witnessed first hand (and was told second-hand) of several situations where women were being belittled, insulted and ignored. As the person with the second-longest tenure on the team, I suggested in a few 1:1s that my manager confront some of these issues,” wrote another Googler. “Because of my advocacy I was removed from my tech lead position and moved to another team along with the only woman left under my then-manager.”

Is it a smoking gun? No, but it’s curious that one of the longest tenured members of the team was removed from their leadership position and moved to another team only after speaking up about harassment.

[manfredo]

It's only curious because we're selectively viewing the stories of the subset of people who protested or reported bad behavior and subsequently received poor ratings. The people who speak out and don't subsequently receive poor performance ratings or get moved to a different team are not displayed here. Thus it produces an illusion of causality.

[v64]

We don't have the information necessary to determine whether the two events are correlated or coincidental.

[wolco]

That makes perfect sense. How would you resolve the issue?

The most important role that person has is to support the leader and implement their ideas while providing leadership to the team. Advocacy for her own ideas and rallying the team behind them doesn't support this.

So google decides to move unhappy employee and friend to a team with a different vision . On the new team her she doesn't have the service level others do.

What would you have done? Move her to a new team with more junior members so she can still feel like a leader still? That project will be less important than the project she is on. Does that matter?

Maybe they wanted to put her on a team with stronger senior leadership to help guide her.

Should they have moved the manager on and made her manager?

When I see comments like: belittled, insulted and ignored

The manager heard how she wanted to do the project and gave reasons why. She did not accept his leadership and kept bring up her point of view. At first he answered them but tiring of being undermined he gave less importance to what she was saying until just ignoring her. She rallied others to go against the manager and used that in her complaint.

Google took the issue serious and said we need to move her and her friend to another team. If the manager has similiar issues in the future they may let him go. If she has similiar issues on her new team the same might apply.

Internally she may not be asked to join as many teams. And he will be watched closely. Lose-lose