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It really does depend on the organization IMO. In a healthy organization, the managers manager can easily distinguish between contributions and fuck ups of the manager versus the same for the managers reportees.

If a team hits their metrics a good (super-) manager knows if it’s because of the manager or in spite of them, and vice versa.

What we really need is to train people to be better at identifying these organizational concerns, and set the right incentives, so that people choose to be Engineering Managers for the right reasons.

Edit: and to answer your question directly, in a healthy org, it’s definitely possible (and in fact in some very rare cases easier) to fire your manager than for them to fire you. Also depends on the level of trust you have built for yourself as in individual contributor.






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