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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?

#191

Post by madamelic »

ChuckMcM wrote: post #123
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…

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 + ov…

My dad attested to this as well.

He said it is absurd how cheap you can buy employee loyalty with free snacks and soda.

Even at a 100 person company, they were spending ~$600 / week on snacks but when you factored in that developers cost $30+ / hr alone, you are buying time for such a low price.

You are literally giving a developer $2 for $15+ of their time. That is even discounting the price of keeping them in the same brain space and some possible cross-team germination.

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

#192

Post by wand3r »

bungie4 wrote: post #110
wand3r wrote: post #93

Earlier quoted context omitted.

If you were caught off guard (and wouldn't mind sharing) what was an anecdote that in retrospect you realized was an obvious red flag?

5 months prior being offered to relo to another city within the same company - and nobody else was. At the time, I was looking after my mom who had cancer. My manager, without saying anything, was trying to help me. I declined as moving her would have meant undo hardship (doctors etc). He pressured me hard to take it though. I went on vacation for a two week motorcycle trip (my gf was looking after mom, giving me a b…

Thanks that's I interesting. A manager pushing some odd agenda w/o much reason is expected; but if you respect him/her and observe a few other signs then it might be a life boat in disguise.

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

#193

Post by hodgesrm »

brational wrote: post #160
hodgesrm wrote: post #116

Earlier quoted context omitted.

"There's a lot to be said for sticking through a few months of uncertainty when it works out to be a great job in the long run." This. You have to know when to hold 'em and know when to fold 'em. It's not easy with startups to decide which way to go due to the uncertainty inherent in new businesses. I would tend toward hold if the following is true: 1.) The company is meeting a real market need even if it's not doing…

How would apply this advice to a forture 500 company where "payoff" isn't part of the equation?

It's definitely harder but I would look for your group being in a growing market that's aligned with the strategic direction of the company. That said, you have to make an effort to keep your ear to the ground.

If you hear people use the word "cash cow" when referring to your group or you can't figure out what the company strategy those are signs it might be time to look for something else.

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

#194

Post by armini »

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 a company starts to issue mugs instead of one time usable cups as a way of saving money. That's when you know the company is going through health issues instead of focusing resources on real issues. I've seen it happen first hand in two companies & it's a fast slippery slide for people as redundancies are just around the corner.

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

#197

Post by csomar »

throwthisawayt wrote: post #180
eeZah7Ux wrote: post #124

Earlier quoted context omitted.

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.

I'm really surprised about the physician comment. My gf works in the largest medical system in the Bay Area and her "perks" (discounted cafeteria food) are drastically below what I've had at any company in the tech industry for the last decade. They don't even pay for flights for residency or fellowship interviews so doctors have to pay thousands during these times while they are huge debt. She actually has to rotate…

Once the doctor starts writing prescriptions.
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