Your best people are silent quitting. Your problems are metastasizing. And everyone knows but you.
Truth infrastructure, not satisfaction surveys.
You hear problems while there's still time to fix them.
Sarah, your star engineer, spotted three problems with the architecture.
She mentioned it once. Got told to "trust the process" and "be a team player."
She never spoke up again. The product shipped. It failed.
Cost: €2M in rework, 3 lost clients, Sarah mentally checked out 6 months ago.
Marcus, sales, knew the pricing model was broken.
Brought it up in a meeting. VP said "we need solutions, not problems."
So Marcus brought solutions to his interviews at your competitor.
Cost: 40% close rate drop, €8M missed revenue, Marcus starts his new job Monday.
Your team got told to build two new products.
They were already drowning with the three existing ones.
Nobody asked if they had capacity. They built shit. Fast.
Cost: 6 months fixing what should have taken 3 months to build right. Plus 4 developers gone. Plus the senior architect who knew how everything worked. Now you're slower than before you "accelerated."
Tom tried to fix the deployment process.
Got told to "stay in his lane" and "focus on his OKRs."
Cost: Deployment still takes 6 hours. Tom takes 20% longer on everything now. Not because he's slow. Because he stopped caring.
Employees knew: "We're creating fake accounts to hit impossible quotas."
Leadership heard: "Sales are up 20%!"
Cost: €3 billion fine, CEO imprisoned, brand torched, 5,300 fired
Engineers knew: "This software will cause crashes."
Management heard: "Minor technical concerns from the worry department."
Cost: 346 dead, €20B in losses, trust evaporated forever
Lab techs knew: "These blood tests are fiction."
Board heard: "Revolutionary breakthrough!"
Cost: €945M fraud, CEO doing 11 years, patients misdiagnosed
Engineers knew: "We're faking emissions tests."
Executives heard: "Best diesel performance in class!"
Cost: €33 billion in fines, jail time, market share destroyed
Accountants knew: "This is a house of cards."
Leadership heard: "Most innovative company in America!"
Cost: €74 billion bankruptcy, 20,000 jobs gone, executives in orange jumpsuits
Your team knows: "This initiative is already dead."
You hear: "Great all-hands! Love the energy!"
Cost: The good ones leave. The rest just stop trying.
WHILE YOU'RE IN YOUR QUARTERLY REVIEW
A TEENAGER WITH CHATGPT IS EATING YOUR LUNCH
Your 10-person competitor just automated your 100-person department.
Your "defensible position" got disrupted by a Chrome extension.
Your 5-year plan is adorable. Really.
THE CASCADE:
ONE BAD DECISION → TEN PROBLEMS → HUNDRED RESIGNATIONS
Your employees see Stage 1.
You discover it at Stage 5.
"Everything's fine!"
"Great quarter everyone!"
"Our culture is our strength!"
"Let's circle back on that."
"We need to stay positive!"
Die confused.
"This is broken."
"We're losing Sarah's team."
"Customers hate the new feature."
"Competitor just ate our lunch."
"Fix it or we're fucked."
Live informed.
YOUR COMPETITORS HOPE
YOU CHOOSE OPTION 1
They're counting on your politeness.
Banking on your bureaucracy.
Praying you keep that suggestion box.
Every janitor insight ignored is a consultant hired later.
Every intern's idea dismissed is a competitor's advantage.
Every "negative" employee silenced is cancer spreading.
THE PROBLEM ISN'T PEOPLE LEAVING.
IT'S PEOPLE STAYING AND DYING INSIDE.
It's teams operating at 40% because they've given up.
It's innovation suffocating under "that's how we do things."
It's the slow death of possibility.
We built TAXIE because:
Your organization has intelligence at every level. You're just not accessing it.
That's not a culture problem. It's an infrastructure problem. We fix infrastructure.
Not a threat. A timeline.
The clock started when you opened this page.