Before the new flying formation cleans out their coups?
3 months for new org or do you give it 6?
4 replies (most recent on top)
Based in the UK, I survived 3 re-orgs only to have a manager put in place who didn't even understand the absolute basics of managing a technology team or what a strong functional team needs in tech. The final straw was in an EHQ LT meeting where they asked what co-pilot is and what it is for. I resigned a few days later after they denied me a promotion. Nike is now infested with people managers and the talent is heading out the door. A shameful end to 10 years of highly successful CFEs and numerous high profile deliveries. Nike does not deserve this talent any more. They are doomed to fail if they do not change course. JD was a figure head, the sickness is in the entire board.
It’s going to be Q2. Think about the last two. VP shuffle happens, then they go on their exotic White Lotus offsites in the summer, then they fire over 1000 in Q2, then post the same jobs in Q4 for less pay while hundreds of years of Nike knowledge is lost and the same mistakes with different leaders are made again.
Sooooo, join me on the volleyball courts! We’re all getting fired anyway
Add another two years once new leaders are announced new leaders for final role clarity.
Each reorg results in teams and employees not displaying accountability or ownership behaviors until they accept ‘what is in it for me’ within the fiefdom. In my mind this is due to the reorg focus on leader and team reporting structure and not position level industry standard service definitions.
For example: reorg occurs resulting in 500 employees having 100 non-standard position titles with no position description on 10 unique teams, in APLA, EMEA, GC, AMER, reporting to 5 SR Directors. SR Directors encourage teammates to pushback on work handoffs between teams, or what the SR Director thinks will benefit them personally to get to that next step as a VP. Work quality, and work/life balance suffers as the level 50 and below battle it out.
Rinse and repeat. This is why EH will need time to undo the damage done by JD for the 10k corporate EE’s. Hopefully the approach by the TA /HR Org transformation team changes to focus on employee level industry standard position descriptions, and not just titles/leader names.
Between rest and recovery and labor day