Issue #128 (09 Dec) – jobs focused on HR & Recruitment; try Baugarten; Coffee with Elisheva; 9 ideas to plan your '25 holiday & winter date ideas; EU vs US & reasons why; LinkedIn applicant numbers.
Former Adjust employee here. Two things: 200+ people were laid off and the acquisition was not due to the bankruptcy. It has been done shortly before AppLovin went IPO, the acquisition deal was at 1 billion USD.
I believe we should also provide feedback to senior leaders—there’s no reason they should be exempt from it. One reason we see poor leadership in many companies is that leaders often don’t receive feedback and face no consequences for their actions.
In our company we conduct a leadership feedback survey several times a year. However, we are currently exploring what the next steps should be, particularly regarding consequences for managers, similar to those for employees. I'm part of the works council in our company :)
On an individual level, we need to find effective ways to give feedback. In smaller startups, it might be beneficial to encourage the company to introduce a feedback process. After all, how can individuals improve if they aren’t aware of what they need to change? Many people simply don’t know because they lack constructive feedback.
It’s important to remember that giving feedback doesn’t have to be negative; it can be done in a respectful and supportive manner.
What I experienced is that senior leaders are then often offended (even if they claim they support the feedback) and things simply don't change but get worse for the feedback giver. Any feedback can be an ego thing, and often egos of senior leaders are already quite big... :)
I admire leaders who can change and adapt, but I can also imagine it's hard to change leadership styles.
Former Adjust employee here. Two things: 200+ people were laid off and the acquisition was not due to the bankruptcy. It has been done shortly before AppLovin went IPO, the acquisition deal was at 1 billion USD.
Thanks for adding this info!
I believe we should also provide feedback to senior leaders—there’s no reason they should be exempt from it. One reason we see poor leadership in many companies is that leaders often don’t receive feedback and face no consequences for their actions.
In our company we conduct a leadership feedback survey several times a year. However, we are currently exploring what the next steps should be, particularly regarding consequences for managers, similar to those for employees. I'm part of the works council in our company :)
On an individual level, we need to find effective ways to give feedback. In smaller startups, it might be beneficial to encourage the company to introduce a feedback process. After all, how can individuals improve if they aren’t aware of what they need to change? Many people simply don’t know because they lack constructive feedback.
It’s important to remember that giving feedback doesn’t have to be negative; it can be done in a respectful and supportive manner.
Thanks for your comment, Tugba! Possible, yes.
What I experienced is that senior leaders are then often offended (even if they claim they support the feedback) and things simply don't change but get worse for the feedback giver. Any feedback can be an ego thing, and often egos of senior leaders are already quite big... :)
I admire leaders who can change and adapt, but I can also imagine it's hard to change leadership styles.