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Phil Libin's Philosophy on Management Culture

Name: Phil Libin's Philosophy on Management Culture
Uploaded: 2020-08-04T22:54:49+00:00
Duration: 1 min 16 s
Channel: Royston G King
Description: In this brief talk, Phil Libin outlines his management philosophy, defining a manager's success by the quality of the next role an employee secures. He…

4 Aug 2020 · 1 min

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1:16

In this brief talk, Phil Libin outlines his management philosophy, defining a manager's success by the quality of the next role an employee secures. He believes a manager has succeeded when an employee moves to a better, more ambitious position—ideally within the same company, but it is also a success if the employee leaves for a superior opportunity elsewhere. The only scenario he views as a failure is when an employee departs for a role that is clearly a step down, which he attributes to poor management. Libin emphasizes treating employee turnover positively when it reflects growth, and he strives to cultivate a culture where staff are encouraged to pursue higher‑impact opportunities.

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I do kind of want to say one thing about like my philosophy for, for management culture. So as a, as a manager, um, as a people manager, my success is if you work for me is that your next job is better, is more epic than your job with me, right? Like I want your next job to be better than your current job, to be more, more ambitious, to be just better. And, and that means I've succeeded. So I've succeeded as a boss if if your next job is better than your current one. And hopefully your next job is still with me, is still with our company. But maybe it isn't. And if it isn't, that's also fine. That is also success. It is— like, I never see it as a failure. And I try to kind of cultivate this in the companies. It is never a failure if someone leaves my company to take another job, as long as it's better than the job they currently have. The only failure is when someone leaves and they take a job that I think is like obviously not better than their current job. And then like they're probably leaving because I'm a bad manager. So that's what tastes like failure to me. For everything else, like I actually like— I am happy when people leave to take on something better. I hope that a lot of the time, you know, the something better is also with me, but obviously that can't be always the case. So I think like it's important to think about employees leaving as a positive thing if they're leaving for something better.