It is managers responsibility to set priorities including those of other team members. Including priorities of code review. That is not offloading. It is also considerably less toxic then "I demand people to be fired because my code review was not done in 12 hours".
Your PR is not the importantest thing being worked on.
What I said is it’s not my manager’s job to wrangle people to do code reviews for me. It’s absurd that the immediate response to friction is to offload it to someone else. Certainly if there is a cultural problem, or misaligned priorities, discuss the general issue with your manager. But “I set the ticket to blocked so I’m done” is not an acceptable process anywhere I’ve ever worked.
Much of the time the person I’m waiting on doesn’t report to my manager anyway. My manager can’t change their priorities any more than I can.
This doesn’t change much though. If there is a general problem, it’s likely appropriate to pull in management to figure out the issue. But it’s probably not a management problem that my specific PR needs a review.
It's literally the most management problem imaginable.
Management decides the process, management decides who to hire, management assigns the roles and management decides how urgent the work is.
If the constellation is so that reviews are required, but the reviewer is not under the control by the manager and reviews do not happen, then some manager somewhere made a mistake.
Why? Because PRs are expected to be reviewed. Any process in which that does not work automatically is dysfunctional and needs to be fixed until PRs are being reviewed properly again.
If everything is working as intended, but it's the manager who created a false sense of urgency and pushed all of the responsibility onto the person who cannot do anything about that, then the only person who can fix the problem is the manager and the thing he has to do is something very easy: be more patient.
Edit: It might not be obvious, but all the things you claim that strengthen your position are already table stakes and assumed to happen regardless. The question is, who is responsible for making the invisible and automatic happen? And you're saying the manager can shirk his responsibility onto the blocked employee, which is hilarious because it means your entire operational strategy for fixing a broken process relies purely on being lucky.
Another thing that might not be obvious but if you write a bad pull request and the reviewer tells you it is bad and can't be merged that's on you as well, no shit Sherlock.
> What I said is it’s not my manager’s job to wrangle people to do code reviews for me.
I'm sorry to say, but it is. Is your manager responsible for managing workloads, task assignments, and priorities?
> It’s absurd that the immediate response to friction is to offload it to someone else.
That doesn't sound right. A PR review literally requires you to dump your workload onto someone else. Often times a PR requires significant amounts of time to review. Your team members need to set aside significant amounts of time out of their schedule to look at your work.
You cannot frame a problem that fundamentally revolves around dumping work onto someone else as being absurd to dump your work onto someone else. I mean, what do you think happens when you ask someone to review your work? Do you expect your team members to blindly sign off?
It's obviously about offloading work. And it's the Manager's job ro set those priorities.
Your PR is not the importantest thing being worked on.