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Metrics like "engagement" and "butts in seats" are preferred by many leaders over deliverables and profit because they are fuzzy and easy to manipulate. Hours s

Metrics like "engagement" and "butts in seats" are preferred by many leaders over deliverables and profit because they are fuzzy and easy to manipulate. Hours spent by employees may seem concrete, but we all know an hour spent working doesn't have a definite or consistent output. Hopefully that attitude becomes more embarrassing for employers to have, because I'm certainly embarrassed for the ones who care about how many hours of "work" they've extracted from you or whether you work remote.

motbus3 3y ago
I worked in a company which decided to make employees to come back to the office during the pandemic. The metrics of performance and delivery were somewhat public and people pointed out that performance had increased due to a lack of distractions and interruptions. The high leadership said the numbers meant nothing and people should return immediately. I will come back to this point. Many many people did not comply with basic health requirements like using alcohol frequently nor using face masks. One specific case was a "tech lead" who was infected with COVID but only used an open face shield without a mask. He went to the office even being sick and he got at least 5 cases that could be directly attributed to him. One of my team mates complained because to me and as lead for that team I tried to mitigate the problem. To make the story short, the face shield guy was praised by higher ranks and I was reprehended to stay with my team mate. I left the company about one year ago but my team mate stayed. Recently the company used the same numbers to layoff 25% of people due to poor performance. I am glad to say that one person had a video of the executive saying that the numbers meant nothing and used that to win a legal dispute with the company. All dismissed employees have received 1 year of salary and had all benefits extended for that period. Not the best solution I assume but better than nothing

motbus3 3y ago

I worked in a company which decided to make employees to come back to the office during the pandemic. The metrics of performance and delivery were somewhat public and people pointed out that performance had increased due to a lack of distractions and interruptions. The high leadership said the numbers meant nothing and people should return immediately. I will come back to this point. Many many people did not comply with basic health requirements like using alcohol frequently nor using face masks. One specific case was a "tech lead" who was infected with COVID but only used an open face shield without a mask. He went to the office even being sick and he got at least 5 cases that could be directly attributed to him. One of my team mates complained because to me and as lead for that team I tried to mitigate the problem. To make the story short, the face shield guy was praised by higher ranks and I was reprehended to stay with my team mate. I left the company about one year ago but my team mate stayed. Recently the company used the same numbers to layoff 25% of people due to poor performance. I am glad to say that one person had a video of the executive saying that the numbers meant nothing and used that to win a legal dispute with the company. All dismissed employees have received 1 year of salary and had all benefits extended for that period. Not the best solution I assume but better than nothing