Most large companies design policies around the lowest common denominator of employee behavior and protect against what they “could” do. Looking at the landscape, the defensiveness seems to be a self-reinforcing philosophy. It’s exactly the behavior they’re getting.
Management often operates between polarities. Maybe you’ve been burned a few times.
Has the pendulum swung too far? Do you have processes to build trust and help people aspire?
How might things be different if you started with trust and extended it wherever possible?
Organizations, if rooted in defensiveness, are facing big challenges. Top talent just has too many tools available today to say, “No thanks. I believe in myself a little more than you do.” Some dismiss that as ego. But, maybe it’s the very leadership you need for your future?