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by dominotw
1519 days ago
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> and ask about the management and leadership philosophy when you interview! Is this really useful though. They will always tell you what you want to hear, just like you say what they want to hear. > I struggle to see the wisdom in setting goals for an employee's promotion without the intention of rewarding them for working hard to meet those goals. Because low level managers don't really have the power to grant that promotion and are not in position to properly explain why they lost out the promotion to a peer from another team. There are a whole of unspoken things that factor into a promotion like gaining favor by pumping your manager/VP by giving them credit publicly, thanking them for their support ect. |
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100% it's useful.
First, not everyone is going to just tell you what you want to hear. I for one am entirely transparent in interviews, often criticizing the org. Hiring someone who doesn't like the culture is an absolute disaster.
Second, you should ask the same question to every person that interviews you. If you get a bunch of different answers you're probably getting bullshitted, or they just don't have a consistent answer across the org for what you are asking. That's valuable info either way.
Third, ask questions that don't have a "right" answer. If you ask "do people who work here care about the mission?" you're going to get a yes every time. If you ask "what would you say is the biggest source of motivation for you and your team?" you'll get lots of varied answers. I know because I've asked that question and gotten countless different ones.
For the leadership/management question they have no way to know what answer you are looking for when you ask about the management philosophy. If they give a nothing answer like "we try not to micromanage" then you push. You'll either find out what it is or you'll find out that the people you are asking don't know, which suggests that there isn't one.