Speaking from experience, most large tech companies view engineers as area under the curve, as fungible hours. Speaking out about attrition usually doesn’t have any impact at all above the Director level.
> Speaking from experience, most large tech companies view engineers as area under the curve, as fungible hours. Speaking out about attrition usually doesn’t have any impact at all above the Director level.
And blindly accepting things as it is, is the root cause of corporate decay.
If you want a high performance team that cares about management and the job, management will have to return the favor. If corporate structures prevent managers from doing this, managers need to band together and fight HR or whoever is far behind the curve.
Sorry, you are representing your company to the ICs. If you, a middle manager, can't talk to the powers-that-be to change the system, your reports will lose their trust towards you.
I never said I was a middle manager. You’re assuming that an experienced view is somehow an endorsement of the status quo. I specifically lead a very high performing senior team and this issue is the reality that we struggle with.
You need to have a realistic view of how things work to make progress, and managers banding together is comically unrealistic.
