Agreed. I never got the sense Google knows how to train managers... It favors a very self-organizing approach, and the feedback loops seem structured to deal with under-performing management by freezing them out of promotion (and hoping they either fix the problem or quit), not replacing them.
The consequence is that teams are fiefdoms, and the experience varies wildly based on whether a manager knows what the hell they're doing.
The consequence is that teams are fiefdoms, and the experience varies wildly based on whether a manager knows what the hell they're doing.