161–170 of 185 posts
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"what do you mean i can't collect silicon valley salary while working from Montana?"
Why would that be unreasonable when making Silicon Valley profits for my employer?
Seeing SV people whine about this is quite offensive, and a little bit racist.
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"what do you mean i can't collect silicon valley salary while working from Montana?"
If the company was willing to pay SV salaries to hire someone what does it change for the company if the worker is not in SV, specifically?
If they truly don't care then why not hire two equally good people in Warsaw? It's because they do care.
SV employees do not want all remote to be equal. They would very much be on the losing side of that bargain.
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One of the problems I've always had with remote work is how do you justify large differences in pay between the US, Europe, and Asia if the location of an employee is not supposed to matter?
The C-Suite has been trying to outsource for 30+ years now. It doesn't work because the talent just isn't there.
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> And, shockingly!, the software quality in Garmin devices started plummeting soon after. Weird Long time Garmin user here Have not noticed a drop j on n software quality. What specific metrics would you put forward to back up your assertion? As the saying goes extraordinary claims require extraordinary evidence.
Got Garmin stock? I'm not in the habit of accepting homework assignments from randos on forums, but: Garmin bike head units went from rock solid and reliable to deeply sketchy and prone to losing sync, losing rides, and just flaking out around the same time (roughly the evolution from the x00 series of devices to the x10, e.g. 500 to 510, 800 to 810, etc). This was well documented in industry press, and a super commo…
I said this in another thread on this topic, but this was one of the key reasons I left Amazon in 2021. I knew this was coming. It was clear from tech survey (company-wide very long survey on all topics) that devs did not want to be in the office. Yet there was an email from leadership that said "We know you all can't wait to be back in the office". This bizarre dichotomy where we know they know we don't want this, b…
> The stock was reaching new heights every day; things were going great; the was no reason to change back at all. Amazon senior leadership were taking their culture of data-driven-everything and ignoring it because they like it better that way. Why is the real reason for this? It's not clear to me from reading the articles. There is one mention about how innovation happens more often when people are in the office. I…
Same reason why every study of open offices show that they're bad for productivity but managers and executives can't stop building them.
The managers have an emotional need for it, the data doesn't matter.
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The study[1] was based on starting from 100% Office randomizing the amount of days people worked from home and was measured by email quantity, quality, and manager performance reviews. A better wording would be "employees send more and better emails when working from home 60-77% of the time". To fully understand the problem you need to study going from WFH to RTO and productivity. Multiple studies have shown the bene…
If a significant number of people you work with are in the office regularly, then you have to be in the same office as them to thrive. If you want an environment where full remote work is possible then you need to ensure at least 80% of the people do not go to the office at all in any given month. If you get above 20% of the people going to the office on anything approaching a regular basis, those people will start t…
which is only a problem due to open office plans, which study after study have shown to be bad.
I said this in another thread on this topic, but this was one of the key reasons I left Amazon in 2021. I knew this was coming. It was clear from tech survey (company-wide very long survey on all topics) that devs did not want to be in the office. Yet there was an email from leadership that said "We know you all can't wait to be back in the office". This bizarre dichotomy where we know they know we don't want this, b…
Of course the survey would show that devs don't want to be required to come to the office. Everyone wants the flexibility to choose. If you asked them if they want to move to 4-day work weeks I'm sure most devs would say yes. In the end you need to balance between what the employees want and what's reasonable for the company.
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Sure, but was the company tanking because we were all working from home? No? All I'm saying is that the company was operating just fine despite everyone being remote. There wasn't a financial reason to do it, and probably lots of good financial reasons not to (sell the offices, reduce overhead that way).
Yeah, it strikes me as odd that Amazon is a company whose success is absolutely predicated on having a minimal physical presence, yet their leadership has become obsessed with getting their employees to work in a physical office. Like, what if we could do all this over the internet?
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Resignations are a feature, not a bug.
Sure, but they need to be spaced out. Too many people quitting at once means you can't get replacements for the positions you need trained and then those jobs don't done. Resignations are great when you can take someone from a position you don't want done at all anymore to one you still need done.
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"what do you mean i can't collect silicon valley salary while working from Montana?"
Should we pay less to people without children or dependent family members, given that their cost of life is smaller? What about paying less to non-smokers, since their healthcare needs will be smaller?
Where I always ran into trouble was child care.
I had one boss who moved his parents to the US from China to raise his son, often commented that he never raised a finger to raise his child, expected everyone else to do the same. He had no sympathy for child care needs.
My next boss raised two kids in NYC, knew all the hoops you had to jump through, was very accommodating of child care needs and schooling.
Completely different experiences.