These paragraphs really pack a punch, and having worked in tech for 20+ years now (but not at Google) I feel this. Every shitty company eventually has layoffs that ruin the culture, and end up with a "Jeanine Banks" manager type. This article was really well written.
> Then Google had layoffs. The layoffs were an unforced error driven by a short-sighted drive to ensure the stock price would keep growing quarter-to-quarter, instead of following Google's erstwhile strategy of prioritising long-term success even if that led to short-term losses (the very essence of "don't be evil"). The effects of layoffs are insidious. Whereas before people might focus on the user, or at least their company, trusting that doing the right thing will eventually be rewarded even if it's not strictly part of their assigned duties, after a layoff people can no longer trust that their company has their back, and they dramatically dial back any risk-taking. Responsibilities are guarded jealously. Knowledge is hoarded, because making oneself irreplaceable is the only lever one has to protect oneself from future layoffs. I see all of this at Google now. The lack of trust in management is reflected by management no longer showing trust in the employees either, in the form of inane corporate policies. In 2004, Google's founders famously told Wall Street "Google is not a conventional company. We do not intend to become one." but that Google is no more.
> Much of these problems with Google today stem from a lack of visionary leadership from Sundar Pichai, and his clear lack of interest in maintaining the cultural norms of early Google. A symptom of this is the spreading contingent of inept middle management. Take Jeanine Banks, for example, who manages the department that somewhat arbitrarily contains (among other things) Flutter, Dart, Go, and Firebase. Her department nominally has a strategy, but I couldn't leak it if I wanted to; I literally could never figure out what any part of it meant, even after years of hearing her describe it. Her understanding of what her teams are doing is minimal at best; she frequently makes requests that are completely incoherent and inapplicable. She treats engineers as commodities in a way that is dehumanising, reassigning people against their will in ways that have no relationship to their skill set. She is completely unable to receive constructive feedback (as in, she literally doesn't even acknowledge it). I hear other teams (who have leaders more politically savvy than I) have learned how to "handle" her to keep her off their backs, feeding her just the right information at the right time. Having seen Google at its best, I find this new reality depressing.