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At JPMorgan, productivity falls for younger employees at home

bloomberg.com

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Re: At JPMorgan, productivity falls for younger employees at home

#101

Post by Retric »

rossdavidh wrote: post #81

First off, let me say that I have happily WFH for a few years now. I'm not opposed to it. It works for some people. However, this is likely a problem that will get worse, not better, over time. The early WFH experience was able to cruise on the office connections, cross-training, personal knowledge, team-building, etc. that had happened previously. The longer people are away from the office, the more that hard-to-qua…

Interesting, I find on boarding easier with WFH teams because so much of that informal stuff gets documented. Transcripts of troubleshooting text only (slack/IM/etc) meetings for example are a gold mine. It’s really the mix of WFH in mostly face to face offices that’s difficult.

Re: At JPMorgan, productivity falls for younger employees at home

#102

Post by shiftpgdn »

echelon wrote: post #35
OminousWeapons wrote: post #29

This may be an unpopular opinion, but I honestly can't wait to get back to the office (or any other workspace that isn't my home). I really hate working at home. I don't have enough space or privacy, it becomes far more difficult to partition work and play when they occur in the same spaces / I find myself distracted more easily, and there is no one to socialize with when I'm sitting by myself every day. Could I reme…

I've officially reached zero productivity today. I'm sick of being stuck in my tiny condo with the noise from neighbors and zero work/life balance. The constant streams of asks on Slack that wake me up in the morning and keep me up at night. I'm making more in the stock market than my job.

Set hard work hours and refuse to deal with it outside of those hours.

Re: At JPMorgan, productivity falls for younger employees at home

#103

Post by rubidium »

JumpCrisscross wrote: post #86
rossdavidh wrote: post #81

First off, let me say that I have happily WFH for a few years now. I'm not opposed to it. It works for some people. However, this is likely a problem that will get worse, not better, over time. The early WFH experience was able to cruise on the office connections, cross-training, personal knowledge, team-building, etc. that had happened previously. The longer people are away from the office, the more that hard-to-qua…

> onboarding a new college grad has got to be challenging when there's not a group of experienced team members around them to be able to see when they're struggling or headed off the wrong path without realizing it Has anyone figured this one out? It’s inhibiting hiring quite significantly at our firm. I can’t imagine we’re the only ones.

For fresh grads: x2 Manager checkins daily for first 2 months

For the 2-5 yr expirence: x1 checkin daily for the first month

For the 5+ yr experience engineer: x1 checkin daily first week.

For all: reduce checkins as appropriate for each, case-by-case.

Re: At JPMorgan, productivity falls for younger employees at home

#105

Post by gibs0ns »

JumpCrisscross wrote: post #86
rossdavidh wrote: post #81

First off, let me say that I have happily WFH for a few years now. I'm not opposed to it. It works for some people. However, this is likely a problem that will get worse, not better, over time. The early WFH experience was able to cruise on the office connections, cross-training, personal knowledge, team-building, etc. that had happened previously. The longer people are away from the office, the more that hard-to-qua…

> onboarding a new college grad has got to be challenging when there's not a group of experienced team members around them to be able to see when they're struggling or headed off the wrong path without realizing it Has anyone figured this one out? It’s inhibiting hiring quite significantly at our firm. I can’t imagine we’re the only ones.

We elect a senior/experienced team member to provide most on-boarding, and continued assistance/training/mentorship during the new hire's probation period (usually 3 months). We then interview the new hire at the end of their probation period to get feedback on the training they received from the senior member they were paired with, and the on-boarding process in general.

We rotate between the senior members for each new hire, where it makes sense. The senior member in return receives a $ bonus during this time, and their effort also contributes towards their performance review. I've also noticed it helps the new hire integrate with our culture.

Re: At JPMorgan, productivity falls for younger employees at home

#106

Post by montenegrohugo »

yhoneycomb wrote: post #99
jessaustin wrote: post #96

Earlier quoted context omitted.

Parent agrees, and further observes that all measures of productivity are "bad".

Parent does not agree, if parent agreed, then parent would not have used the word "abuse", which implies that the worker is the one at fault. There are many nuances to the English language that are difficult for non-native speakers to pick up.

> There are many nuances to the English language that are difficult for non-native speakers to pick up.

Being condescending is bad, but being condescending whilst also being clearly wrong is doubly so. Get out.

Re: At JPMorgan, productivity falls for younger employees at home

#107

Post by t-writescode »

yhoneycomb wrote: post #99
jessaustin wrote: post #96

Earlier quoted context omitted.

Parent agrees, and further observes that all measures of productivity are "bad".

Parent does not agree, if parent agreed, then parent would not have used the word "abuse", which implies that the worker is the one at fault. There are many nuances to the English language that are difficult for non-native speakers to pick up.

English as first language speaker here. Your comment at the end was rude.

And I think you’re wrong. I think your parent post agrees with you. Not every conversation includes the requisite specificity of language to make declarations of perfect understanding of original writer’s intent.

We will need OP to confirm.

Re: At JPMorgan, productivity falls for younger employees at home

#108

Post by nym3r0s »

I've worked in two of these top investment banks and the amount of red tape that needs to be crossed is just breathtaking. Something as simple as provisioning a kafka topic? Go raise 2 requests, have it approved by these 4 people including your manager, then create multiple system accounts for each environment, each with its own approval steps. Agreed that these approvals and audit trails are necessary - but surely they can be simplified.

In office - you always knew someone who knew someone in that team. It was just a matter of picking up the phone, calling them and getting them to expedite your request. Now that everyone is WFH, you ping them on IM and wait for them to respond. With back-to-back zoom calls, it's honestly the last thing people want to do.

Couple that with the fact that there isn't a divide (like commute) between work and home anymore - so there's just more fatigue and higher levels of irritability.

Re: At JPMorgan, productivity falls for younger employees at home

#109

Post by bcrosby95 »

pydry wrote: post #15

Younger employees probably have less space. Apartment/house shares, etc. I've known some who are working on their bed. This isn't healthy nor is it likely to be conducive to productivity.

WFH was awesome when I was young. Shared a 3 bedroom house with 3 other friends. My bedroom was a bed, desk, and about 1.5 square meters of empty floor space. After work I could instantly head to the living space to hang out with my actual friends rather than co-workers who would lose interest in me if my work output ever turned subpar.

Re: At JPMorgan, productivity falls for younger employees at home

#110

Post by t-writescode »

rubidium wrote: post #103
JumpCrisscross wrote: post #86

Earlier quoted context omitted.

> onboarding a new college grad has got to be challenging when there's not a group of experienced team members around them to be able to see when they're struggling or headed off the wrong path without realizing it Has anyone figured this one out? It’s inhibiting hiring quite significantly at our firm. I can’t imagine we’re the only ones.

For fresh grads: x2 Manager checkins daily for first 2 months For the 2-5 yr expirence: x1 checkin daily for the first month For the 5+ yr experience engineer: x1 checkin daily first week. For all: reduce checkins as appropriate for each, case-by-case.

I would say there still needs to be more regular checkins, even for experienced engineers. The onboarding stage is almost always way longer than anyone wants to be stuck onboarding, and direction is very important, especially on teams that own way too many features.
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