Why Nice People Get Stuck

In this lesson, we discuss how reorganizations can sometimes be used to indirectly manage leaders out of a company. Rather than formally terminating someone, leadership may assign them responsibilities that are less desirable, less influential, or poorly aligned with their ambitions—knowing they may eventually choose to leave. The conversation also explores why agreeable “team players” can inadvertently receive less desirable assignments and why communicating your career goals is essential.

• Reorgs can be used to encourage voluntary departures: Moving an ambitious employee into a role they don’t want can be an indirect way of signaling that their future opportunities within the organization are limited.
• Being a team player can have unintended consequences: Reliable employees who rarely push back may be given undesirable responsibilities precisely because leaders trust them to accept what the organization needs.
• Managers can’t always guess what you want: You don’t need to become confrontational, but clearly communicating your ambitions and preferences gives leadership the information needed to advocate for your career instead of assuming you’re satisfied with whatever role you’re given.

Original podcast link: https://www.youtube.com/watch?v=6WaeGfLnRvc&t=24s