4 ms·

Also can't agree enough. I have someone on my team who lives on a farm in a remote part of India. His area has power outages 1-2 times a week. Does he just let

Also can't agree enough. I have someone on my team who lives on a farm in a remote part of India. His area has power outages 1-2 times a week. Does he just let video calls end when the power goes out? No, he got a generator. It's his choice to live in that area. The amount of money he saves by not being in a major city more than enough covers the cost of a generator. As an IC it seems like a small inconvenience, but as a manager having other team members and other departments complain about so-and-so for being unresponsive and cutting out of calls constantly is just one more problem I have to deal with.

xyzelement 5y ago
Yeah, and look no surprise from your profile that you lead an org. It's so funny to me that people are arguing in this thread what should be tolerated from candidates without considering for a second what is actually needed to get the work done and have the team function. There's such a thing as reasonable accommodation. When we all went to WFH when Covid hit, it was totally understandable that people had bad setups, family complexities, etc. and all companies (that I am familiar with) were totally cool with that, and supported employees through it - eg provided equipment or WFH stipends. But now it's like a year down the road, and it's basic competency of a professional to ensure that they are able to work productively. Mid 2021, there's no excuse for having consistently bad video meetings if video meetings are at all central to your job. It basically means a combination of you not caring about your productivity, not caring about your colleagues, and not being able to solve problems - which for any medium-seniority and above role is frankly not a good sign. Your point about the Indian dude with a generator is a good one. I bet he also keeps weird hours so he can overlap with the team (assuming the rest of the team is based outside of India.) It's basic stuff, if you want flexibility of remote work from wherever you want, you also have the responsibility of making it feasible.

xyzelement 5y ago

Yeah, and look no surprise from your profile that you lead an org. It's so funny to me that people are arguing in this thread what should be tolerated from candidates without considering for a second what is actually needed to get the work done and have the team function. There's such a thing as reasonable accommodation. When we all went to WFH when Covid hit, it was totally understandable that people had bad setups, family complexities, etc. and all companies (that I am familiar with) were totally cool with that, and supported employees through it - eg provided equipment or WFH stipends. But now it's like a year down the road, and it's basic competency of a professional to ensure that they are able to work productively. Mid 2021, there's no excuse for having consistently bad video meetings if video meetings are at all central to your job. It basically means a combination of you not caring about your productivity, not caring about your colleagues, and not being able to solve problems - which for any medium-seniority and above role is frankly not a good sign. Your point about the Indian dude with a generator is a good one. I bet he also keeps weird hours so he can overlap with the team (assuming the rest of the team is based outside of India.) It's basic stuff, if you want flexibility of remote work from wherever you want, you also have the responsibility of making it feasible.