Noam Segal: belief

Transcript context

…That's wild. I think we're adding new insight into the world here, just finding this. I've never seen this before, just how impactful a manager is. That we always hear anecdotes, we always hear people don't leave jobs, they leave their manager. But this is wild just how much that impacts you. And clearly one of the takeaways might be go ... If you're having a bad time, find a better manager. As you said, easier said than done. Yeah, but there's a couple of things here I want to also note before we move on. First of all, we are in the era of the great flattening. We're in the era of founder mode. People have more direct reports now than ever before. We're trying to keep things as flat as possible and remove hierarchy. I'm concerned about this. I think I'm- ... as possible and remove hierarchy. I'm concerned about this. I think obviously there are good arguments for flatness and lack of hierarchy, but I am curious to see where this goes given the importance of who your manager is on your wellbeing. And then the second thing is, we talked earlier about being overworked, about this squeeze that AI has on us. Who's the person more than anyone else who manages that squeeze? It's your manager, right? It's your manager who protects you. It's your manager who in many ways almost dictates how much you may be overworked or not. And so yeah, this matters more than ever before. And I'm definitely concerned that some of the negative phenomenon we're seeing are a function of what we're doing to managers in tech and how we're building out our organizations. Such an interesting point. Whether we do it now or next time, just looking at these metrics for managers, how much more burned out are they? How much less happy and optimistic are they, would be really interesting. There's a couple of notes here in the actual post that I want to highlight that I thought are really interesting. One is just core takeaway here is the biggest lever you have to increase retention in your company is improve your managers, connect with people with better managers basically. So interesting. That's a thing you can do. Obviously, easier said than done, but that's the biggest lever of things you can change. And then the other thing you noted is the worst rated managers cluster in data/analytics and design, poor design.…

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