It assumes that you have perfect measurement. Anyone who knows corporate politics, middle management machiavellianism, and inability to properly instrument development, requirements, scheduling knows this is a fantasy.
That means people will devote SUBSTANTIAL amounts of their day-to-day labor in jockeying and positioning.
People will be hired (wasted money and time) explicitly to be fired/PIP'd.
The jockeying will result in disruption of team development.
People will sabotage their coworkers.
Trust disappears.
Paranoia grows.
Blame deflected.
Difficult problems won't be tackled because why risk it.
Bandaids rather than solutions will result.
YOUR BEST PEOPLE WILL LEAVE. Let me emphasize this. You are selecting for people that aren't good, because good people will have OPTIONS and THEY WILL LEAVE.
What are you left with? A management hierarchy of sociopaths. A subpar set of employees that furthermore will not cooperate in good faith (in the best case) or actively engage in institutional sociopathic behavior. You will have a cesspool, and cesspools repulse good people.
And the signal is right in front of people that apply: the hiring process is abusive hazing with the "raise the bar" bullshit.
Staff turnover means abandoned systems. Abandoned systems will be avoided as bad career risk, or reimplemented before the org has gotten good ROI from them.
THAT IS NOT GOOD MANAGEMENT.
Remember: AWS had a CRAP Christmas. Crap. This is starting to boil up.
It's even worse than that. The Office at least had people do their jobs and keep their heads down, cooperate to get things done, ride out the management bullshit.
Amazon management practices will breed sociopathy at the root worker level.
I agree that is kind of the average-stage evolution of an enterprisey company. Amazon is worse.
The Office was utopian compared to real-life Corporate America.
The kind of mean-spirited pettiness that drives actual post-2000 capitalism, and it gets worse the higher you go, is so depressing and repugnant that it can't be put on TV.
Also, characters with no redeeming qualities are considered bad writing. But most coprorate executives are people with no redeeming qualities. You can't put them in fiction; unlike a well-written villain, they'll suck everything into a hole. Even Bill Lumbergh on Office Space had his charms.
That means people will devote SUBSTANTIAL amounts of their day-to-day labor in jockeying and positioning.
People will be hired (wasted money and time) explicitly to be fired/PIP'd.
The jockeying will result in disruption of team development.
People will sabotage their coworkers.
Trust disappears.
Paranoia grows.
Blame deflected.
Difficult problems won't be tackled because why risk it.
Bandaids rather than solutions will result.
YOUR BEST PEOPLE WILL LEAVE. Let me emphasize this. You are selecting for people that aren't good, because good people will have OPTIONS and THEY WILL LEAVE.
What are you left with? A management hierarchy of sociopaths. A subpar set of employees that furthermore will not cooperate in good faith (in the best case) or actively engage in institutional sociopathic behavior. You will have a cesspool, and cesspools repulse good people.
And the signal is right in front of people that apply: the hiring process is abusive hazing with the "raise the bar" bullshit.
Staff turnover means abandoned systems. Abandoned systems will be avoided as bad career risk, or reimplemented before the org has gotten good ROI from them.
THAT IS NOT GOOD MANAGEMENT.
Remember: AWS had a CRAP Christmas. Crap. This is starting to boil up.