>In reality, a smart business should be grateful that there’s someone that can get shit done in less than 8 hours, it means that they can do more for you in les

>In reality, a smart business should be grateful that there’s someone that can get shit done in less than 8 hours, it means that they can do more for you in less time, and if they’re doing non-competitive side work, maybe you should pay them more so they don’t go and do that full-time. In my view, the biggest crime of a manager is disconnecting my incentives from my work as an IC. If I create more value, it should be a manager's top priority to create the positive feedback loop of incentives. Because why else am I doing more, then? It should seem like common sense, but every manager I've had has not been remotely interested in creating that positive feedback loop. Instead "that salary is too far out of the band for this role and wouldn't be fair to everyone else, and you have to do X,Y,and Z to qualify for this other role, and your last self-review was too honest so I'm going to use it to negotiate against you..." I've even had a manager complain about my salary being too close to his salary, as if there was some requirement for his ego that I make less than him! Every raise or promotion I've ever had has devolved into some form of "you're giving me this or I'm going to leave", and then 9/10 times they reluctantly fork it over. There is no good faith, only power. And power is getting what you want after calling all the bluffs. Managers are adversarial, and their role is to get you to do as much as possible for as little as possible, while at the same time swallowing their pride when their bluffs are called. I hate that it is like this, because it could be a lot better. But nobody seems to know how to manage. Don't get me wrong, I get the position that managers are in. The upper management demands they get certain results, and if they don't do it, they get replaced. But it's still a failure of the manager for not communicating effectively how creating positive feedback loops with your top performers will make everybody money. Of course this depends on the upper management to actually pick valuable things to work on...