61–70 of 240 posts
I’ve been in the industry for 40 years. This has always been a complaint. Always. It is not new. UNIONIZE
Earlier quoted context omitted.
There was famously an inflection point 40-50 years ago where wages decoupled from productivity to the downside. I'm sure it wasn't perfect before then, but things did change.
Obviously wages and productivity had to decouple. Wages measure human labor, while productivity measures all output, including that which comes from automation. ~50 years ago is when automation started to become more than a curiosity in industry. Human productivity to wages have kept pace with each other, though, so there is nothing to suggest anything has changed for the human. It is not like the robots are seeking…
Where did you get that idea from?
It's fake bottom-line thinking that optimizes a few items while ignoring second and third-order effects.
Innumeracy with a finance vocabulary.
As you become more senior, the success metrics for your role change significantly. Mentoring only goes so far because there is a large element of self-awareness and a willingness to change. Some people never recognize this and many never successfully adapt to what seniority entails. It is the career equivalent of trying to raise a Series B with a Series Seed pitch deck.
There are a much smaller number of senior roles than people who can be promoted into them. Above a certain level promotions are highly competitive. You are being stack-ranked against everyone else that can do the same job and tenure is only an input into that calculus to the extent it gives you unique domain expertise. A successful strategy for avoiding hyper-competitive promotions is to create a new promotion-like role that doesn't really exist. However, this requires a level of initiative and agency that most employees never exhibit, and these opportunities only exist at specific moments in time.
Raises, on the other hand, are largely impacted by complex financial and economic considerations. Many companies could do much better at this but even then I think employees significantly underestimate the network of opportunity costs that must be considered.
I'm pushing 50 now and I hit the wall almost 10 years ago. No real raises, new opportunities pay less. Inflation has been ratcheting down on me constantly, and my family has to make continual changes to stay in the black. ALDI is great though!
> No Raise, No Promotion They forgot the “More work, Constant threat of Unemployment” part
Exactly. The reason there are no raises and no promotions is because of this "just be thankful you have a job and income at all" mentality that exists in the current environment
> No Raise, No Promotion They forgot the “More work, Constant threat of Unemployment” part
Exactly. The reason there are no raises and no promotions is because of this "just be thankful you have a job and income at all" mentality that exists in the current environment
It’s wild how different things are at different levels over time. When I started about 8 years ago, any technical skills and experience on your resume / LinkedIn would have recruiters reaching out non-stop. That died out over the last 3 years and I didn’t have anyone reaching out for jobs. Recently I updated my profile to state I’m a staff engineer and suddenly I’m getting messages like nothing ever happened. Senior engineer? Maybe one recruiter every 3 months.
Earlier quoted context omitted.
two weeks notice when you leave but where's the two weeks notice when they fired you.
this could be because the business have all the power in the relationship, especially in bad job markets like today. When they hold all the cards they can make us dance for them and they never dance for us
I’m tired of all the excuses for shit leadership. They all can go to h** when they die.
There's a larger issue with that though: At some point, successful engineers _need_ to become examples or leaders if we are to continue exponential growth. If you are happy discontinuing exponential growth, then that's fine.