curious as to what folks are hearing
5 replies (most recent on top)
@1jomb+13BNjNEI word to the wise when complaining to "multiple places"
be strategic who you reach out to
stick to the facts and why it's a liability to the business
fully understand nike process and policy
know your legal rights and make sure your complaints meet legal thresholds
keep detailed notes
assume whatever you put in writing will be circulated, including to the person you're complaining about who will use the above points to retaliate
@dlxu+13BNjNEI You need to complain to multiple places in writing to expose the behavior. I've seen alot of this behavior repeatedly swept under the rug by the old GOT leadership, the new global CDIO has a history of these types of behaviors (but was swept away by leadership). Now that some changes are happening in GOT, I'm optimistic that all of the friends of the previous COO will be outed with no one to protect them and sit court-side at the blazers with.
@dlxu+13BNjNEI you know how to make a complaint about behavior right? Or is it easier to sit on the sideline? the standard you walk past in the standard you accept!
There is a lot of fat at the VP, Sr director and even director levels. It’s painful to see these arrogant people (male and female) bullying admins (I watched it happen today) male SD to female admin. I’m tired of the bullying that still occurs (more often than not) because these individuals feel they are protected. (s-xual preference/gender, etc). When is NIKE going to take a real stand because we all know the employee survey is NOT really confidential nor will HR/ER protect the employee. It’s a vicious cycle.
There is a LOT of FAT at the VP level. Outside consultants pegged a number of VP’s Nike should have based on its size. Senior management and the id–t walk to the top began. So many self important do nothing knuckleheads! Good lord, let’s do some purging!!!