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What started as criticism over errors in recent YouTube videos has escalated into allegations of sexual harassment, prompting the company to hire an outside investigator. (www.theverge.com)
submitted 3 years ago by to c/linustechtips@lemmy.ml
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Linus Media Group CEO Terren Tong also responded via email, saying he was “shocked at the allegations and the company described” in Reeve’s posts. He went on to note that “as part of this process, beyond an internal review we will also be hiring an outside investigator to look into the allegations and will commit to publish the findings and implementing any corrective actions that may arise because of this.”

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[–] 21 points 3 years ago (5 children)

Toxic environments can also be brought in by toxic leadership. Like a VP that intentionally pissed workers off because "they work harder"

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  • [–] 6 points 3 years ago

    My sister once worked for a guy who's management strategy was "Employees should be so unhappy that they are close to quitting but just content enough to not quit."

    He thought, that way he'd get the most value out of the employees.

    Needless to say, his business wasn't going well because all employees were pissed all the time and that's not a good thing when they all have to work with customers. Also, the turnover was really high. But the boss didn't really notice.

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  • [–] 1 point 3 years ago (3 children)

    Absolutely! The training I bring up is for the leadership at all levels. The fun challenge as a consultant is to make changes to the people who are paying you without being fired. It can be frustrating but also really rewarding when it works out.

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  • [–] 2 points 3 years ago* (2 children)

    I need to learn how you do it... I'm not in a position or authority to bring in people of your expertise to my leadership, so trying to make changes in my org without getting fired..

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  • [–] 2 points 3 years ago (1 child)

    Honestly, you fail a lot before you learn where the line is. You frame the training as industry best practice with a certification that they can sell. You frame them going to the training as leading the organization through it and from the front. You then let them learn and put their own spin on it during the instruction.

    The real trick is getting them to think it was their idea. Start with a quantified problem statement. Your recommendations to address the problem should come with multiple courses of action that they can choose from. It helps if these COAs are framed as beneficial to the organization outside of addressing the issue. As long as they accept that the problem exists, they should address it. If your preferred COA has other organizational benefits, they'll pick it and align behind their decision with resources.

    Go look up some industry certifications and congrats, you can now be a (lower level) consultant. Congrats

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