How do you tell managers that having good developers is a privilege?

I read the top comment as an unfortunate guide for fellating the manager. It has been 9 years since I last worked somewhere where anybody cared about hours in the office. Until the day casual work environments disappear, I personally wouldn't have much reason to work anywhere else.

The top-voted answer is a great example of how much wording matters. It sounds very mature and reasonable, compared to the off-the-cuff and coarse answers given in the comments here.

But when you actually look at what it says, it's basically "roll over". The best outcome envisioned in that response is, "If he compromises and lets you have a bit of flexibility". First, take a moment to appreciate that *lets you have" remark. As if we are grade schoolers and the manager is a teacher who gets to decide when we go to the bathroom.

Then notice how the best outcome imaginable is a compromise. A scenario where you simply get what you want is not even on the table, here, even though it's entirely possible that getting what you want in this case is the best outcome for everyone involved, and at the very least is probably achievable and reasonable.

Really, this is something that you can't properly advise on without knowing the personalities and the context. If management is full of dickheads, then this is your signal to search for the exits. Start looking for a new job, and jump ship when you can. Things will only get worse. On the other hand, if management is generally reasonable and this is an isolated problem, a reasonable discussion with this manager to find out what's going on is the thing to do. But this should be a discussion between equals, not the groveling and tiptoeing suggested.

From siblings to my comment:

You can't tell them: They can only learn this through experience. Alternately they may be the sort of shop where average developers are perfectly satisfactory.

read: The counter-party to your negotiation is not an honest/competent partner who may have reached a rational conclusion given their understanding of the situation. Also, exceptional talent doesn't need to be treated like this. Conclusion: only average talent negotiates, compromises, respects management's motives. Exceptional talent finds a different party.

You don't tell somebody such a thing. It would never work. The rules are the rules to most people... It's not always better to have "great" engineers - often companies just want somebody sitting at their desk ready to act on instructions. If that's the case then there is probably a lower-skilled engineer that would count themselves lucky to be sitting at a desk for 8 hours. He will be a lot easier to manage and probably a lot more appropriate for the new management.

read: Management is hidebound and petty. No possibility for compromise exists. Management placing burdensome demands on your time, therefore, is not an opportunity to negotiate but a cause to leave. Tolerance of such a situation is for low-skill employees only.

It's called an exit interview. Once you secure a new job, don't be shy with your managers about why you are leaving.

read: Don't try to constructively engage your management. Exercise your opportunity to leave, and then, once your exit is secure, air your displeasure with policy changes.

You don't need to tell them anything. If you're a good developer, you choose where and with whom to work. Feel your power and use your power.

read: Obviously management has no legitimate concern here, or interest in expressing how employee time is structured.

You quit.

By not continuing to work under managers that are shitty.

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I could go on. I may have miscounted on the ratio, but it's hardly "none-to-one"

It's a matter of perspective and context. In large, established organizations managers tend to be creatures of corporate politics--their intent is to climb the corporate ladder. They play political games with their employees, with other managers' employees, and with each other. Their job isn't to be on the team they lead; it's to represent upper management. It isn't naive to have an "us-versus-them" view in these cases, because it is quite literally the case.

I find this situation to be less about good vs bad management or good vs bad developer.

This situation is simply about a mismatch in culture, expectation and personal value.

The company would be better off finding developers who are excited to be a hacker at the company and wants to contribute as much as they can.

The developer would be better off finding a job that allows the freedom he wants. It's clear to me the developer values freedom over pay and he should find a company with the same value.

Trying to get the developer and management to meet in the middle will simply prolong the agony.