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Ask HN: As an employee of a company, how do you assess its health?

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Re: Ask HN: As an employee of a company, how do you assess its health?

#121

Post by scarface74 »

vinceguidry wrote: post #103
scarface74 wrote: post #77

I've given another answer, but on the meta level, it shouldn't matter to you if a company is doing well. The only thing that should matter is are you learning skills for which there is a market? Getting in the mindset that your "job" does not determine your well being but your skills do. That mindset presupposes a few things: A) that you always have your finger on the market and the skills that are in demand B) your…

Certainly, your skills provide a layer of security, ensuring that you don't starve. But once you have this, and it's really not that hard to do once you have a few years in your industry, then you need to start on the next safety net of ensuring you don't get ripped away from your daily routine at a moment's notice. This is where keeping a finger on what your organization is doing really helps out with. If you can do…

For example, if I caught wind that the company was being reorganized

I have a great relationship with my manager, he lets me run the development side as I see fit for the most part, I'm privy to a lot of information because of my role,but he couldn't tell me anything about a reorg until it was announced to everyone. I understand that perfectly.

Re: Ask HN: As an employee of a company, how do you assess its health?

#122

Post by kevinmannix »

ams6110 wrote: post #79
kevinmannix wrote: post #68

When growth numbers are consistently not hit. Always push for transparency at a smaller company - if there isn't one already, attempt to implement an all-hands meeting at least bi-weekly that reviews goals for the quarter / year and the company's progress. If direction is constantly changing at a 1 or 2 month cadence, it's likely that there may be a shakeup coming sooner rather than later. It's wise to have a bit of…

It's really hard to tell as an employee. Management can blow sunshine at these kind of meetings and you'd need second sight to see the truth. Last time I was at a company that suddenly imploded everything was great one week, and then a week later half the staff got laid off.

That's true. Stats can be cherry-picked or distorted. That's why it's preferable to choose the goals / metrics at the start of the period so that other metrics can't be cherry-picked based on what might show "good" growth to employees.

Re: Ask HN: As an employee of a company, how do you assess its health?

#123

Post by ChuckMcM »

arien wrote: post #89
fnbr wrote: post #67

There's a great article on this topic from Steve Blank: https://steveblank.com/2009/12/21/the-elves-leave-middle-ear... He argues that a leading indicator is when free food/drinks are removed, as it's a sign that the company is moving from a growth, "we're all in it together" mentality to a cost-cutting one. I, personally, focus on who's getting promoted and who's leaving. If a company is promoting internally and ret…

When I read things like this, I like to take a moment to realise how fortunate we are to work in a sector where something like freebies is almost considered to be a sacred right. Is there any other profession or sector where they get the same treatment? I don't think removing or reducing these benefits is a sign of poor health. I think it's more a sign of turning into a proper business (which needs to answer to the p…

The math doesn't actually support that view. Over the past couple of decades a number of studies have been done on this and it is always less costly to the business to pay 'snacks' than it is 'overtime.'

When you step back and analyze the business mechanics, which is to say your cost to run the business versus the revenue that business generates, in terms of personnel cost from most to least expensive is 'salary + overtime', 'salary + snacks', 'salary'. In many ways snacks are the 'open plan' equivalent of cost management.

That said, I don't think there is ever 'one thing' that says "Hmm, we might be dying." often it is a combination of things. From a startup perspective founders leaving (especially if they are replaced by someone completely out of the blue), delays on new projects, failing to replace people who have left and were doing good work. All good signs.

Re: Ask HN: As an employee of a company, how do you assess its health?

#124

Post by eeZah7Ux »

arien wrote: post #89
fnbr wrote: post #67

There's a great article on this topic from Steve Blank: https://steveblank.com/2009/12/21/the-elves-leave-middle-ear... He argues that a leading indicator is when free food/drinks are removed, as it's a sign that the company is moving from a growth, "we're all in it together" mentality to a cost-cutting one. I, personally, focus on who's getting promoted and who's leaving. If a company is promoting internally and ret…

When I read things like this, I like to take a moment to realise how fortunate we are to work in a sector where something like freebies is almost considered to be a sacred right. Is there any other profession or sector where they get the same treatment? I don't think removing or reducing these benefits is a sign of poor health. I think it's more a sign of turning into a proper business (which needs to answer to the p…

Please be aware how many executives, lawyers, physicians, finance & trading experts expense meals in restaurants and hotels, go to "trainings" on cruise ships, fly in business class.

Giving engineers free peanuts (so they don't walk out of the building to by some) is hardly a perk.

Re: Ask HN: As an employee of a company, how do you assess its health?

#125

Post by scarface74 »

johnpython wrote: post #104
scarface74 wrote: post #77

I've given another answer, but on the meta level, it shouldn't matter to you if a company is doing well. The only thing that should matter is are you learning skills for which there is a market? Getting in the mindset that your "job" does not determine your well being but your skills do. That mindset presupposes a few things: A) that you always have your finger on the market and the skills that are in demand B) your…

I completely agree with this approach. The best job security is being good at what you do. Fortunately, we work in an industry where if you are even slightly talented, you will have no trouble finding a new job. So, don't worry too much about how the company is doing. Stick around as long as you are getting paid, the work is interesting, and you are growing in your knowledge/skills. Ensure you have savings for any di…

True. I think the only time I really worried about my job is between 2008 - 2011. Between the economy sucking and me not following my own advice, I was in a very precarious position.

I told myself I would never do that again

Re: Ask HN: As an employee of a company, how do you assess its health?

#126

Post by logfromblammo »

corobo wrote: post #26

I generally work for smaller companies, Health note: Employee churn when churn is not the norm. Health warning: Certain people leaving with enough business knowledge it's noticeable they're gone Health crisis: Multiple health warnings in quick succession (within 2 years). At warning level I make sure my CV is updated and start setting up job alerts. At crisis I'm actively applying for jobs to keep my options wide ope…

I'd actually counsel updating the resume every 6 months and applying to at least one job posting with it, just to get a sense of the local job scene. And even if your current company is fine, you might get the chance to switch to one that is better. At the very least, you get some interview practice, which never hurts.

One does get slightly paranoid after getting laid off with only 3 days notice and no severance, one time.

If your management feels that it has to offer some form of reassurance to its employees, in the form of "Don't worry: X will probably not happen," then you should create a contingency plan, as though X is happening next month.

Re: Ask HN: As an employee of a company, how do you assess its health?

#128

Post by a3n »

arethuza wrote: post #19
tiredwired wrote: post #14

They suddenly decide to inventory equipment (determine company value or collateral). Cutting back on benefits like 401k matching. Delays buying new equipment. People quitting and not being replaced. Senior management having all-day private meetings. They request your background information as if to determine if you are qualified for current or new positions (if company is discussing being acquired). Hackathons with a…

"Multiple sets of men in suits touring the office" New tenants being shown round the office you are in can be a bit worrying...

"Do these people come with?"

Re: Ask HN: As an employee of a company, how do you assess its health?

#130

Post by darioush »

urethrafranklin wrote: post #105
arien wrote: post #89

Earlier quoted context omitted.

When I read things like this, I like to take a moment to realise how fortunate we are to work in a sector where something like freebies is almost considered to be a sacred right. Is there any other profession or sector where they get the same treatment? I don't think removing or reducing these benefits is a sign of poor health. I think it's more a sign of turning into a proper business (which needs to answer to the p…

Couldn't disagree more. With this mindset why not throw all your employees in a basement and stack them up on picnic tables? If you're not scrimping on every possible front, you're not a proper business? There are plenty of sectors that have nice offices with snacks and drinks, by the way. It's always better to invest in growth than to fake it by shaving the budget. When human niceties start getting pared away, it's…

which part of open-floor plan do you not understand?
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