Sometimes, a soon-to-be former employee will negotiate a generous severance, even ask for a recommendation, or pretend that this is merely a low point in an otherwise good relationship, just before they (or an outraged colleague) write a scathing denunciation on Glassdoor. These, Dorsey confessed, are “dynamics we were not expecting.” This particularly destructive virus of societal DNA now extends to the workplace. Jack Dorsey recently observed that platforms like Twitter make it “super-easy to harass and abuse others” using manipulation and disinformation at scale. We now know that web-based argument unleashes low-brained aggression, replete with language and behavior that are mostly modulated in live exchanges. In such a situation, a well-intentioned website like Glassdoor-a platform on which employees can post anonymous reviews of their present or former companies and employers-can become a repository for bitterness, resentment, and frustration. And because these discussions need to be private and discreet, such decisions can be a shock to the rest of the team. It is rough on the employer (because there are often personal relationships involved, and because the position needs to be re-filled) and it is, tautologically, terrible for the employee.
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In every instance there were detailed discussions about what’s missing and how to do better, delivered in a spirit of “hey, we’re not on a good path here.” But no matter how it is packaged, letting people go sucks. Inevitably, over the years I’ve occasionally had to make tough decisions about letting people go. Anyone who has ever started a company from scratch, or made an early-stage investment, would find our nascent success unusual, if not remarkable. We grew by 50 percent in 2018 and faster still in 2019. I started Amida on my kitchen table in 2013 with two members of the inaugural class of Presidential Innovation Fellows, and raised money from first-tier investors three years later.
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The problem is that literally anyone can lob a reputational bomb online, and it can be as devastating (and career-threatening) as any other kind of exploitive or maliciously opportunistic behavior, including those of unsavory leaders who deserve exposure.Īmida Technology Solutions, of which I was a co-founder and where I still serve as CEO, is a 50-person data-management software company, based in Washington D.C. I fully and enthusiastically support transparency, including for private companies like my own. Public reviews serve an essential purpose in holding governments and institutions, stores and restaurants, and teachers and employers accountable.