231–240 of 310 posts
This is long overdue. It is well past time for tech workers to organize and demand a larger share of the billions in wealth we’ve generated for the VCs and CEOs.
Getting FAANG salary isn’t enough?
The danger of any walkout is that you won't be allowed to walk back in. The time for useful collective action was back when tech companies couldn't hire fast enough, and tech employees enjoyed unusual leverage. After 27,000 layoffs, a performative walkout without a defined goal is just making it easier for Amazon management as they plan the next round of cuts.
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If the number is a large enough percentage they couldn't do a lockout. While it may be an industry-wide supply side problem for employees you can't just fire a huge portion of the staff and hire new people and expect things to just keep on truckin', losing that much institutional knowledge would be suicide.
Tell that to Twitter.
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Sounds like helicopter management
These comments are so reactionary and low effort. A daily standup, plus 20 minutes a week, plus putting in the effort to be available as the manager is helicopter management?
The truth and my point was that as a remote manager you have a lot more input requirements. Basically; you need constant touch points with every person. These comments also point out the challenges in that, don’t want to over do it either.
I'm always surprised to see this much desire to work from home all the time. The way I see it. Given a few years, every work from home job will be outsource to some country where the pay is less. Companies are all about cutting costs. If a job can be done at home then it can be done from anywhere in the world. Why not hire the least expensive workforce?
I’ve been hearing this (and worrying about it) for longer then I’ve been working from home. Coming up on 18 years this December.
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I managed a remote team and man is it harder than in person. One common remote work thought is “you get more heads down time” I’ve found almost the opposite. You have to be way more regular about engagement with each person. I would do 20 min meetings with every team member, every week. Team lunches over zoom twice a week, daily standup (1 min per person, plus breakout rooms for further discussions), Friday afternoon…
To me, it sounds like you are substituting activity for leadership.
(1) Leadership & management are actually two distinct roles that are often conflated
(2) how do you lead a team without talking to them?
Your comment is fair-ish, but I think misses the mark. You have to balance touch points and removing blockers, with attitudes like “I want heads down time to work”. In an office you can walk pass, see someone struggling and offer to help. In a remote setting you need regular check ins.
For what it’s worth here, I described maybe 2-4 hrs a week of meetings. How is that a burden? Lol that overhead of planning & engagement (5-10%) dramatically (like 1.25 - 2x) productively. It results in less waste and a more motivated / engaged team, if done properly
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Sounds like helicopter management
Optional (non-optional) manager led mandatory fun over zoom is my nightmare.
That said, I’d set aside budget and offer it anyone wants to organize. If they did it they got a free meal, they’d get to start at 2pm, and could purchase games/activities.
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Funny how senior came to be "has worked three years". Isn't it?
I also said "and you actually have to be promoted to [it]"
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To me, it sounds like you are substituting activity for leadership.
Lol the discussion here is around remote work, I brought up the difficulties managing a remote team. (1) Leadership & management are actually two distinct roles that are often conflated (2) how do you lead a team without talking to them? Your comment is fair-ish, but I think misses the mark. You have to balance touch points and removing blockers, with attitudes like “I want heads down time to work”. In an office you…