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Toxic culture is driving the great resignation

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Re: Toxic culture is driving the great resignation

#351

Post by awrmc »

kkjjkgjjgg wrote: post #311
KennyBlanken wrote: post #255

Earlier quoted context omitted.

I'm a straight white cis male well into adulthood and somehow I've never been "forced" into this diversity training you're concerned about. I've never seen it happen. I don't know a single coworker who has had it happen to them. I don't know a single friend who has. If you've been "forced" into diversity training, especially if it's happened to you more than once and doubly so if it hasn't happened to others on your…

It doesn't exist because you never experienced it? There are lots of stories about places that demand it (usually big companies and government, I suppose). For example Google was in the news several times for woke upheavals. Not sure if they do actual diversity training, but it does sound like a toxic workplace. Also interesting how quick you are to suggest the need for diversity training, while being adamant that no…

I think you've got some things mixed up. The word "woke" usually means being aware of issues with discrimination in the workplace. I'd have to agree with the grandparent comment, if you're suggesting that being aware of discrimination makes it a toxic workplace then you probably need to do some kind of diversity training, not necessarily in the workplace but just generally considering why it's not a good idea to dismiss employee concerns offhand as "woke upheavals". It's not so fun being on the receiving end, if you end up as the one making the harassment complaint and the boss dismisses it by telling you to shut up and stop being woke. Similar things have happened to people I've known.

Re: Toxic culture is driving the great resignation

#352

Post by hn_version_0023 »

mcv wrote: post #122
Fiahil wrote: post #79

Earlier quoted context omitted.

5.000.000 for a single exec means 50.000 for each of the 100 "average engineers" working in their department. You can overcompensate execs because there fewer of them than engineers.

But also because the exec has more power. More power over budgets, over the company, a closer relationship with the people who decide their salary, etc. We just have power over the tech, which may be vital, but it's not power we leverage very hard.

No post body was provided.

Re: Toxic culture is driving the great resignation

#353

Post by throway453sde »

quietbritishjim wrote: post #56
Areading314 wrote: post #34

A huge problem with this industry is the inflexibility to pay current engineers LARGELY increasing comp each year. The thought is that there is a market rate for an engineer and that pay can increase with the market rate, but this is a fallacy. An engineer that has been at a largish company for 1 year is worth 20-30% more than the year they were hired because they have specific knowledge of the tech stack. Yet that e…

> An engineer that has been at a largish company for 1 year is worth 20-30% more than the year they were hired because they have specific knowledge of the tech stack. Yet that engineer will likely be offered a 3-5% raise. Although I agree with your overall point, I disagree with this line of reasoning. I think the pay offered to an engineer already takes into account that they will understand the tech stack after six…

They don't pay upfront. That's not how management thinks. Until attrition is below 50% hiring new people with a good hike is profitable than paying to people who don't leave.

Re: Toxic culture is driving the great resignation

#354

Post by [deleted] »

momoneyfool wrote: post #201

I'm one of these people. I switched 2 jobs last year. I work as a public trust system engineer for a SaaS vendor. We served police, fire, ems training systems. The local job was paying $70k. Low, but the job was easy, management was good, people I worked with were pretty awesome. Management actually told us that they were looking at a VC firm. a year before doing it. Never heard of anyone doing that before. Again, th…

[deleted]

Re: Toxic culture is driving the great resignation

#355

Post by stef25 »

freedom2099 wrote: post #150
blurrypepe wrote: post #139

Earlier quoted context omitted.

Wow! I'm an IT student currently living in Antibes, working in Cannes and with quite a few friends from all over the world working in Sophia. It's a pleasure to see people from France on HN!

I live in Antibes too!

Captain Tibes!

Re: Toxic culture is driving the great resignation

#356

Post by freedom2099 »

vecinu wrote: post #340
kubb wrote: post #130

Earlier quoted context omitted.

"Why do you need money? Aren't you already rich like me?"

Yeah the cognitive dissonance is fascinating in people all over the world. I hear the same responses from people here in California. "Why don't you stop renting? Just buy a house like I did 15 years ago, taxes are so low!" Right... your taxes are artificially low thanks to Prop 13. "Why do we need high density housing? Just look further away from the city for cheaper housing, I'm going to stay put".

I literally sold my old apartment last year for almost the same price I got it for… so no profit. And my current home was bought this year… therefore considering the current housing market.

Re: Toxic culture is driving the great resignation

#357

Post by wyclif »

ghaff wrote: post #268
varelse wrote: post #259

Earlier quoted context omitted.

As long as you are classified as an at will employee you should give your employer at will loyalty. They don't owe you anything and you don't owe them anything either beyond the responsibilities of your job in exchange for whatever they're paying you. It's up to them to make sticking around your best option. But when I'm on interview panels and someone brings up that the person in question is a job hopper, rather tha…

No reason to downvote you. However, if someone has generally changed jobs every year or two and I wouldn't hire someone who I knew with certainty would only stay that long, I might think I'm special enough that I can keep them around. But I'd probably be wrong.

But the grandparent comment assumes that you can keep a certain percentage of engineers you want to by making them an offer that gets them to stick around.

Re: Toxic culture is driving the great resignation

#358

Post by wyclif »

pydry wrote: post #237
zackify wrote: post #116

Earlier quoted context omitted.

I was able to negotiate a 45k pay raise at my current company. After clearly proving my value for about 2 years. I made it obvious that I would accept a role at my friends company if they couldn’t come up. I explained to them nicely that I would rather stay, but I can’t without a large raise. It can be done, but it would have never happened without me pushing them. No company is going to willingly throw out raises th…

I've seen some friends some do this. The time it took to go through, the size of the raise and the headache involved in convincing everybody (like pulling teeth), still, IME, essentially made it a losing proposition for them compared to just hopping jobs. Still others have thrown out raises without being pushed but they were critical organizational lynchpins getting 10% raises when the market would bump them 50% mini…

These tech workers who hate interviewing and get "stuck" with cost of inflation raises

This is why you should keep your Leetcode chops up as well as your whiteboarding and interview skills. Don't let hating interviews stop you from fielding another offer.

Re: Toxic culture is driving the great resignation

#359

Post by wyclif »

pembrook wrote: post #172
UncleMeat wrote: post #141

Earlier quoted context omitted.

"Pretty hard" is an understatement. In ten years, somebody receiving a 30% raise each year sees their pay go up by a factor of nearly 14. Over a 30 year career it is a factor of 2600. Somebody starting at 50k would end their career making 130,000,000 annually.

Thank you for hilariously illustrating how bubble-y the current moment feels. If you think dramatically increasing compensation is going to continue in the next decade like it has in the last one, I think you might be disappointed. Now that companies are comfortable with remote, HR departments are eventually going to realize that services like Deel exist, and that its not actually that hard to hire employees overseas…

HR departments are eventually going to realize that services like Deel exist, and that its not actually that hard to hire employees overseas

The only fly in the soup there is that I see loads of remote roles that can only be performed in the USA because of PII. It's not so much that the workforce is getting globalized, but that the country-specific workforce is going remote in whatever boundaries they're legally allowed to work (in this case, within US borders).

Re: Toxic culture is driving the great resignation

#360

Post by wyclif »

thematrixturtle wrote: post #85
echelon wrote: post #40

Earlier quoted context omitted.

Speaking as the Devil's advocate, organizations want headcount to be fungible. If hiring and churn were huge issues for most companies, they would actively combat it. Instead, they've all mostly settled into the practice you see. Engineers typically do a 1-2 year tour of duty, vest, then bounce onto greener pastures. Steady state flux. In some senses, new talent also bring in new ideas and combat skeptical dispositio…

Speaking as someone hiring engineers in APAC, it's extremely difficult to find developers who are competent, experienced and have sufficient command of English to operate in an English-speaking team. The few that tick all three boxes and have in-demand tech skills (ML, k8s, AWS etc) can command Silicon Valley level salaries even in their home countries. Of course the pool will expand over time and the situation will…

Talk to me! I'm not that experienced, but I'm trying to get into the Junior DevOps space and get some good work experience under my belt while living in an APAC time zone, but the difference with me is that I'm a native English speaker from the Acela corridor in the US with the highest caliber of written and spoken English fluency. If that sounds like something you can accept (i.e., hungry junior guy who is eager to learn and accept training, certification, et.al), my email is in my profile.
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