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The only way to change culture is by example. Stand up to this behaviour when you see it perpetrated against your coworkers, especially if you're male. Double especially if you're in a position of power.
If you run a company, don't overwork and abuse your employees, and make it safe for them to report these things (hint: this is not achieved by saying the words "this is a safe space"), then really deal with them.
Agree with the other commenter that unions are necessary, but you can't solve cultural problems with regulation alone. All workers should be represented for lots of reasons, and this is one of them, but to collectively be better we have to individually and collectively model decent behaviour.
The only way to fix culture is to fire people who suck. Forcing people to take shitty "edib" training is useless, but lets companies feel like they're addressing the problem.
If you needed to be told to treat women with respect you're not going to learn how to in a 15 minute training video.
I agree with everything but your first paragraph hits the nail on the head! I wanna print it out and frame it. Place it in every office. It may feel awkward and scary, but it is so much more awkward and scary for the recipient(s) of the behavior and speaking up has a lot more risk for them than it would from a third party. It could be a simple "not cool/that's too far" type comment with a chuckle. Fuck it just try something.
Well said.
HR departments desperately need actual unbiased oversight
This is the tech industry we're talking about, so let's make it buzzword-compliant. What we need is HRaaS: HR as a Service.
I can't figure out if I want to downvote for the dumbness of this take on the topic, or upvote it for the accuracy.
NGL, I read it as "harass", which is kinda ironic.
You can externalize hr but as long as they are beholden to the company it won't make a difference. They need to be independent.
I'm a woman and I work in tech, as well as had nerdy techy hobbies since I was a child. I've definitely not experienced what Madison has experienced in my tech career but I have had plenty of sexist encounters in my time as a retail employee before my current career.
I've had a small few creepy incidents in my tech jobs but... Unfortunately what she experienced sounded a lot more like a dude bro gaming circle than an actual company. I've seen that behavior, just not in my career. Maybe I'm lucky, but I think the issue is so deeply rooted in LMG that I wouldn't know how to fix it. It's a weird gamer culture from what I can gather
The problem here is how "The Tech Sector" is grouped. There are plenty of companies in all sorts of fields with all sorts of different work environments and cultures grouped in under this umbrella.
That's true, I've always considered LTT "consumer electronics" hobby more than anything IT related but tech quickie in it's infancy taught me a lot and got me started
Yeah, I mean to be fair I’d not consider tech reporting as the tech sector or industry. Like what she’s doing. Eng, product, hardware, applied science, eng managers and maybe program if you’re lucky to have tech program managers. But otherwise you don’t need any engineering degree for their work.
HR != employee advocates.
HR has one core job: prevent employees from hurting the company. Sure, they help with payroll and benefits and recruiting and stuff, but at the end of the day, the true purpose of HR is that simple. Sometimes HR’s interests will align with your interests and good ethics in general. Sometimes they don’t. This doesn’t mean that you should default to having an antagonistic relationship with HR - in fact, you should definitely not do that. But you should also remember that HR’s goals may or may not align with your own. They are working for the company, not for you.
True worker representation can only be done by - you guessed it - workers.
Unionize. Solidarity forever.
You’re out wrong but it’s slightly more nuanced. Hurting people can hurt the company. If the company needs workers, it needs them. If they’re damaged or chased away by bad conditions, that makes it harder for the company to get and keep the people it needs. People’s treatment is also governed by laws. So if they are treated really wrong it can hurt the company in the form of penalties or even worse, bad PR like we see here.
So yeah, HR are not your friends, but it’s silly to lean too hard on the idea that they never help or protect employees. It’s in the company’s interest to do so, and so yes, they will do some of that.
one thing men can do is start treating women who work at tech companies or who work in tech as people who understand technology. it’s a small first step. men need to do better.
I just read through Madison's whole account of what happened and all the comments here. I have a few key takeaways:
- People are naive - Get shit in writing. Verbal promises aren't worth a damn.
- Experience matters - It sounds to me like Madison, Colton, and most of the management staff have no idea how to properly manage (up or down). This is a massive problem, but not a surprise. I can say the same for the people in the comments here. You WILL be in shitty situations at work. How you navigate them matters and will determine if your claims will be successful. The most important thing I can tell her, them, and all of you is KNOW YOUR RIGHTS!
- Most people have no idea what they're talking about - Everyone saying that the government needs to always be involved, or that this is why we need unions has no idea what the fuck they're talking about. I'm not anti-union, I'm anti-bureaucracy. You think things moved too slowly when you asked for a mirror? Wait until there are MORE people in between that MUST be involved.
- Her mental health is concerning - I don't know if her mental health issues existed before LMG, but they don't do much besides detract from her potentially valid points. I'm concerned this will be used to dismiss the issues she encountered rather than fix them. I, personally, didn't have a high opinion of her when I saw her for the first time (I think it was one of the videos where fans get a custom computer). It makes me wonder how much of this is overblown, but that doesn't mean her complaints are all invalid. This will be a tough road for her.
The key takeaway, again, is KNOW YOUR RIGHTS!! You have a complaint? Write it in an email. Send it to the intended recipient, and CC HR or BCC your personal email. If you don't have a paper trail of issues, you will lose. You were asked by your manger or by HR to solve the problem yourself by talking to the other person? Get them to verify that in writing. They'll backpedal REALLY quickly if they have any sense. A verbal warning? That means jack shit. It can't be held against you because the company has no paper trail (see? This cuts both ways.) An agreement where they gave you certain assurances verbally? Email the person with a summary of the conversation as you understood it and ask for confirmation of your understanding.
All of this is how you protect yourself as an employee and as an employer. GET SHIT IN WRITING and then use those notes as proof if you need to appeal to a higher authority (HR, upper management, or the government arm responsible for labor issues). And yeah, people have trouble like this because people don't speak out. You need to not just KNOW your rights, but also EXERCISE THEM.
I say all of this as somebody in a management position. Employees rarely know what the inner workings for disciplinary issues looks like, or how long it takes to be carried out. A complaint doesn't simply result in termination unless it's egregious (in which case your complaint needs to be DOCUMENTED BY YOU AS WELL, not just left in the hands of HR or management). I live my life by "trust but verify". I only trust one person to act in my best interest, and that's me, so I'm going to give me the best chance of doing that by DOCUMENTING EVERYTHING.
That said, you all need to understand that managing people doesn't start with a management position. Every relationship needs to be managed and curated. You need something from Suzy? Ask her nicely. Still didn't get that thing? Email her. Maybe she's just busy or forgot (but you've started your paper trail). No response from Suzy? Follow up on your email and CC her manager. Consider CCing or BCCing your manager as well. Suzy may not like it, but you're just doing your job. The same rules apply when you're managing up. Sometimes you'll get an absolute turd of a manager. It WILL happen, so be prepared to deal with it. It will absolutely suck to deal with, and you will be frustrated, but you'll have documentation of your position, not a pissing contest between two people.
Am I getting my point across? You're not a unique snowflake, you're another cog in the machine. Protect yourself (and others!) by documenting and verifying. And if you see somebody being treated like shit, it's your job to also raise that!!! Just because it's not happening to you doesn't mean you should ignore it. You felt uncomfortable when somebody else got publicly berated? FUCKING SAY SOMETHING! I had a rather incompetent manager start to chastise me in front of the employees I managed at the time. I was 18 or 19 back then. I asked her to stop and to follow me. We went to a separate area and I proceeded to explain to her that I didn't appreciate what she did. Her complaints may have been valid, but the way she handled it was inappropriate, and I asked her to make sure that if she has a problem with me in the future to please bring it to me privately. She saw the problem and agreed that she was wrong in how she handled it, and thanked me for my handling of the situation. YOU CAN DO THIS, TOO! You can email HR and the CEO after he storms into your area and goes off on somebody. You can say that you felt unsafe in that moment, and that you don't appreciate how that person was treated. You can stand up for others and for yourself. If you want to be successful in your career YOU NEED TO LEARN TO MANAGE UP!
Thank you for this well-written and thought out post. I agree wholeheartedly with your entire post, you basically said my thoughts but with tact. I’ve been trying to come up with a way to express my take on the situation but was struggling to without sounding unfair to either Madison or LMG.
It really sounds like everyone was working “at their dream job” and that’s a bad thing because of you are working your “dream job” the temptation is there to put aside your integrity, mental health, and self-advocacy and also subjugate your coworkers in order to keep it. The insane upload schedule in order to keep on the right side of the algorithm doesn’t help the culture too.
Ultimately it looks like company never grew up from its roots as a small group of guys having fun making content for the internet and as people were hired to their “dream job” things were no longer “guys having fun” and instead were ingrained as a toxic work culture
You're right. This is what happens when things are lax. Nobody wants to be bureaucratic for no reason. Everybody tries to avoid being too serious too soon. There's a reason business jargon is its own meme. But there's also a reason that things trend in that direction for established companies. You need structure for your managers and employees if you want to stop tripping over yourself and you want accountability.
I had a friend of mine recently approach me about an issue he was having with his employees at his small business. My first question was whether they have an employee handbook that says they can't do the things he's trying to prevent (drug or alcohol use on the clock). Working with heavy machinery doesn't mix well with drugs and alcohol, but if people aren't told they can't then there's a chance they will. This might sound obvious, but because they're a small company they were trying to "be fun" and not stuffy. They had beer in the fridge at work for people to crack open on Friday afternoons after a long week. Unfortunately, they weren't only drinking it on Friday afternoons, and they were also smoking weed on company grounds before operating heavy machinery. At some point you have to say enough is enough and drop the fun when people can't be responsible.
Managing people is like being a therapist, a friend, a parent, and a lawyer all in one. And worse, people don't seem to grow up much (if at all) beyond high school. People come to you with their personal problems (or sometimes don't, but a performance issue may arise from a personal problem at home), people need encouragement and honest feedback, people need a firm hand and to be guided and given direction, and you also need to protect the company from potential litigation by saying the right thing or not saying the wrong thing, as well as the need to protect employees from themselves, each other, and third parties (contractors, vendors, clients, and customers). Managing is hard, and that's why companies mandate HR training for management positions. Furthermore, cases are rarely, if ever, clear cut. Two people have a problem with each other? Time to put aside the work I had planned for today and go figure out why these two assholes can't get along. It sounds like managers at LMG need more training, and Colton might not be the right person to lead HR. Employees need to be adults, but also need to be able to rely on management to help them resolve issues they can't resolve themselves. Telling them to figure it out and talk to the other party isn't good enough. LMG needs to do better
I often use the phrase "put on my big boy pants", but have never told an employee to "put on their big boy/girl pants". I've joked that "reading is fundamental" when I misread or skim something and come to the wrong conclusion, but never when somebody else does. That said, I've told an employee that they're acting childish, and explained why I expected more from them. The issues I'm hearing seem to stem from just being relatively young people and being a relatively recently established company. You can't talk to your employees like you talk to your friends. Hell, I was privileged enough to hire a friend recently, and I compartmentalize personal and work. If not, I might end up doing something that could damage the company. I know how much to trust him with, so it's not like my personal experience with him doesn't factor in at all, but I need to choose how much to share, when to share it, and how to share it, even if I want to tell him everything I might know about a particular situation. Maybe if he didn't work for me I'd be more likely to share privileged information because he doesn't work for the same company, but now that he does I need to make sure I don't say something that puts him in a bad spot to know, and doesn't put me in a bad spot if he slips up and divulges privileged knowledge. It sounds like some of the managers at LMG aren't making these distinctions and simply approach work situations like they would personal ones.
"That's not how I meant it" isn't a valid defense, at least in the US, when it comes to HR complaints. It doesn't matter what you meant, but how it was received by others. I'd say they overlooked this one rule a lot based on Madison's writeup, and I'm not, at all, surprised. But, like I said, this comes down to poor training.
This is not an issue just with tech but with many other sectors. If it has to be tackled first in tech, then so be it.
Is LTT really even part of the tech industry? It's mostly a content mill from I've seen in the past week.
I would say it's both, it is an extremely tech centric media production company with many employees who are tech professionals. That's an interesting point though, the tech culture and media production culture definitely both seem to be at play here. This story just stirred up a lot of feelings for me on this recurring pattern I've been seeing in the tech industry as a whole, and many are rightfully pointing out that these problems aren't just limited to the tech industry.
How about Audits by a governing body
I’m a little unclear what “tech industry” means here. I lead a software development team that puts out a consumer app. Am I in the same “tech industry” as a bunch of yo-yos who produce videos about gaming cards? It doesn’t seem that way to me.
This is needlessly splitting hairs, Linus Tech Tips is absolutely part of the tech industry, and the parallels to other horror stories of the tech industry are too great to ignore. The people working on these videos are tech professionals similar to yourself, they test software similar to what you make, they have a company culture similar to tech startups, and other tech professionals consume their videos giving them influence in the tech community. They may not be doing the same thing in the industry as you are, but that doesn't mean they aren't part of it.
Lmg is a cancer. That thread was horrifying to read.
You realize those were tweets from a disgruntled ex employee, right?
They may be 100% accurate. But she decided to take advantage of the furor around LTT to have her position amplified. That's pretty clever(she was the social media person afterall).
A couple things to keep in mind:no one else has corroborated these. why hasn't anyone else come forward? There are other women at LTT and plenty of former employees--some who have been let go. But we haven't heard anything else even remotely like this. Aside from the "we are moving too fast/this is a hustle" critiques.
She also alleges that LTT made her cut herself to get out of work. That's absurd. Plenty of people work stressful jobs and don't cut themselves. This indicates, to me, that she has quite a bit more going on emotionally/mentally than just basic work stress.
I don't want to disparage or minimize her allegations, but this is exactly why an outside investigator is a good move. I just wish people wouldn't automatically assume the worst of Linus and LTT because of some tweets.
From the things we do know from current employees is, it's a fantastic place to work--aside from the pace which they have acknowledged and are addressing. Linus and Luke seem to be fairly reasonable and pro worker.
The channel super fun stuff also shows some insights into the environment and it doesn't look like a toxic hellscape and I truly believe Linus and Yvonne are good people. .. My guess is that there are nuggets of truth to some of the claims but that the serious ones are overstated or have been perceived by someone dealing with some issues.
I hope I'm not wrong, but I want get my pitchfork out until there's hard evidence.