> He’s just saying that it’s the manager's job to do something about it when it occurs and can’t be resolved otherwise, else it negatively impacts the rest of the team.
Managing peers is not their job - the author tried to spin the lack of action by manager as poor management, but what if the manager has more context and good reasons for maintaining the status quo? IMO, this is management equivalent of tech debt, and hr is demanding that it gets addressed immediately without caring about other consequences outside their own narrow window into the org.
Managing peers is not their job - the author tried to spin the lack of action by manager as poor management, but what if the manager has more context and good reasons for maintaining the status quo? IMO, this is management equivalent of tech debt, and hr is demanding that it gets addressed immediately without caring about other consequences outside their own narrow window into the org.