Staying at your shitty employer is your fault
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@pmoncho said in Staying at your shitty employer is your fault:
@irj said in Staying at your shitty employer is your fault:
@scottalanmiller said in Staying at your shitty employer is your fault:
@irj said in Staying at your shitty employer is your fault:
90% of jobs I'm looking at are remote post covid. Remote work existed before, but was less common
But 90% of good jobs were remote PRE-COVID. Anyone who is remote only because of COVID is a shitty shop that got better because they had to... means that the management failures are still there. Don't be lulled by jobs forced to look better than they are temporarily.
Good shops were always remote (when possible.) You can't be good and make people come into the office just for shits and giggles, the two are polar opposites conceptually. You can only make one thing a priority... is it doing a good job, or is it sitting in an office.
I've still had a few jobs reach out and say they are remote until covid crap is over then they want you to move somewhere.. I just tell them no thanks I'm not interested in even talking.
Did any of those jobs that reached out to you explain why they are no longer going to be remote post-covid?
The reasoning doesn't matter to me. They aren't being competitive in the job market with policies like that.
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@scottalanmiller said in Staying at your shitty employer is your fault:
Known terrible employer and put of despair place to work announced already that they are making people come back after the pandemic.
Yeah, I was asked just yesterday - can you spy on people what websites they are visiting and for how long?
I asked why do you care? Why not look at their production numbers and if they are bad - council them, if they remain bad, get rid of them...
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@dashrender said in Staying at your shitty employer is your fault:
@scottalanmiller said in Staying at your shitty employer is your fault:
Known terrible employer and put of despair place to work announced already that they are making people come back after the pandemic.
Yeah, I was asked just yesterday - can you spy on people what websites they are visiting and for how long?
I asked why do you care? Why not look at their production numbers and if they are bad - council them, if they remain bad, get rid of them...
Totally agree here. I've been saying that to my previous boss and new current VP's in charge. Before allowing Internet access, it was texting. Before that it was personal phone calls.
When I would get asked what I could do from a tech standpoint, I always replied with, "How are their practices doing? Are they behind in charges and slow entering payments? Is the monthly AR up? If all bad, why are they here?" Never did get any decent answers.
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@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help? -
@dashrender said in Staying at your shitty employer is your fault:
@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help?My only guess is, if its not written proof it didn't happen. The manager could be in a verbally acknowledge, gather hard copy evidence, wait for next employee review and then lay down the hammer mode. (Just a wild ass guess as this managerial behavior confuses me)
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@pmoncho said in Staying at your shitty employer is your fault:
@dashrender said in Staying at your shitty employer is your fault:
@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help?My only guess is, if its not written proof it didn't happen. The manager could be in a verbally acknowledge, gather hard copy evidence, wait for next employee review and then lay down the hammer mode. (Just a wild ass guess as this managerial behavior confuses me)
A lot of it is legal. Depending on states status for at will employment (and even in at will states depending on the situation) you would need documentation. Going to court is extremely expensive and there are a lot of lawyers that will do either pro bono or contingency based pay for the employees. The company has to pay to fight the battle and it's cheaper to buy software to track someone to cover themselves, than to spend time (or extra time) in court fighting their case.
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@pmoncho said in Staying at your shitty employer is your fault:
@dashrender said in Staying at your shitty employer is your fault:
@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help?My only guess is, if its not written proof it didn't happen. The manager could be in a verbally acknowledge, gather hard copy evidence, wait for next employee review and then lay down the hammer mode. (Just a wild ass guess as this managerial behavior confuses me)
Here here
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@stacksofplates said in Staying at your shitty employer is your fault:
@pmoncho said in Staying at your shitty employer is your fault:
@dashrender said in Staying at your shitty employer is your fault:
@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help?My only guess is, if its not written proof it didn't happen. The manager could be in a verbally acknowledge, gather hard copy evidence, wait for next employee review and then lay down the hammer mode. (Just a wild ass guess as this managerial behavior confuses me)
A lot of it is legal. Depending on states status for at will employment (and even in at will states depending on the situation) you would need documentation. Going to court is extremely expensive and there are a lot of lawyers that will do either pro bono or contingency based pay for the employees. The company has to pay to fight the battle and it's cheaper to buy software to track someone to cover themselves, than to spend time (or extra time) in court fighting their case.
We have never been sued to my knowledge. And we have fired a handful of people in my tenure.
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@dashrender said in Staying at your shitty employer is your fault:
@stacksofplates said in Staying at your shitty employer is your fault:
@pmoncho said in Staying at your shitty employer is your fault:
@dashrender said in Staying at your shitty employer is your fault:
@pmoncho
What’s weird here is that they are catching them red handed .... yet I assume they don’t consider that good enough.... if that’s not good enough how does their browser history help?My only guess is, if its not written proof it didn't happen. The manager could be in a verbally acknowledge, gather hard copy evidence, wait for next employee review and then lay down the hammer mode. (Just a wild ass guess as this managerial behavior confuses me)
A lot of it is legal. Depending on states status for at will employment (and even in at will states depending on the situation) you would need documentation. Going to court is extremely expensive and there are a lot of lawyers that will do either pro bono or contingency based pay for the employees. The company has to pay to fight the battle and it's cheaper to buy software to track someone to cover themselves, than to spend time (or extra time) in court fighting their case.
We have never been sued to my knowledge. And we have fired a handful of people in my tenure.
Ok? You still need it if you do.
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Some companies that invested heavily into company culture might be worried about how to make the transition to remote and keep the same company culture. It can be hard to have the equivalent of music events, beer on tap, etc.
The reality is that company culture would not stay the same, a new remote company culture based on the ashes of the old culture has to be created.
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@flaxking said in Staying at your shitty employer is your fault:
Some companies that invested heavily into company culture might be worried about how to make the transition to remote and keep the same company culture. It can be hard to have the equivalent of music events, beer on tap, etc.
The reality is that company culture would not stay the same, a new remote company culture based on the ashes of the old culture has to be created.
I suppose in those cases they better get started with the transition.
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Humans work better in teams and teams work better face to face rather than remote. I'm pretty sure this is a fact.
I agree with Google. Do people need to be in the office every day? Of course not. Is it better if they live within commuting distance of the office and go in regularly? I'm sure it is.
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yeah, the whole social aspect is the question.
I think if the work day cut down to say 5-6 hours instead of 8, where you're jobbed-out focused on work because there are few to no distractions when you're at home (yeah right) compared to the drop into your cube conversations, or water cooler talk, etc... and giving those BS hours back to people might be the difference.
but who the hell knows?
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@carnival-boy said in Staying at your shitty employer is your fault:
I'm sure it is.
Maybe you are sure, but experts and a study with data from over 3.1 million workers are sure sure you're wrong.
https://www.washingtonpost.com/business/2020/08/04/remote-work-longer-days
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At my new job we estimate 5/8 hours in a day for spending on your actual work.
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@obsolesce said in Staying at your shitty employer is your fault:
@carnival-boy said in Staying at your shitty employer is your fault:
I'm sure it is.
Maybe you are sure, but experts and a study with data from over 3.1 million workers are sure sure you're wrong.
https://www.washingtonpost.com/business/2020/08/04/remote-work-longer-days
The linked article does not say jack shit about what he was talking about
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Update in 2022... The job market is still as hot as it was last year, and it's still your fault for being with a shitty employer.
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@irj said in Staying at your shitty employer is your fault:
Update in 2022... The job market is still as hot as it was last year, and it's still your fault for being with a shitty employer.
I see more fully remote jobs available now than ever.
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I got a 20% raise and I'm pretty sure I could get a lot more in this job market.
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@dashrender said in Staying at your shitty employer is your fault:
yeah, the whole social aspect is the question.
I think if the work day cut down to say 5-6 hours instead of 8, where you're jobbed-out focused on work because there are few to no distractions when you're at home (yeah right) compared to the drop into your cube conversations, or water cooler talk, etc... and giving those BS hours back to people might be the difference.
but who the hell knows?
Found this post today from 9/21
https://www.atlassian.com/blog/teamwork/4-day-workweek-productivity-wellbeing-results
Your idea is not that far fetched. It looks like it can have some good results also.
