From my experience, the best performing companies foster a culture of ownership. Owning the features/products you work on, the team you work with, and, to some extent, the company as a whole. The other limit is a completely detached and mercenary workforce. This is also a part of the reasoning behind ESOPs.
The fact that those people didn’t feel like they had any other way of voicing their disagreements with the company’s direction (and having them heard), does not bode well for the long term future of Google. Loosing passionate people that care deeply enough about your company to criticize it is seldom a good thing.
The fact that those people didn’t feel like they had any other way of voicing their disagreements with the company’s direction (and having them heard), does not bode well for the long term future of Google. Loosing passionate people that care deeply enough about your company to criticize it is seldom a good thing.