4 ms·
> Wrong. Organizations don’t exist without administration, as a necessary requirement for doing business. Part of your time, as part of that org, will contribut
by nine_zeros 3y ago
> Wrong. Organizations don’t exist without administration, as a necessary requirement for doing business. Part of your time, as part of that org, will contribute to that if for nothing else because a company is required to comply with baseline regulatory compliance (accounting, taxes, investor relations, etc.).
Where exactly did I say that organizations exist without administration. All I pointed out was that if the rewards are not shared with people, people will not do the work.
But since you are writing this from a org structure perspective, I can alsosay that administrative work can be done by HR. Eng management can be left to handle engineering direction and task. Specifically, the political org structure is not a necessity - it is only something that low IQ can understand. A smarter structure is technical leadership all the way up to VP + HR that manages pay and promos.
- 23B1 3y agoNothing personal but I’m guessing you are either relatively inexperienced or maybe in a market that is different than the U.S. The reward is your salary/bonus/stock, and it obviously works… because work gets done and tech talent is well-remunerated for it. The technical leadership structure you seem to be recommending already exists; plenty of ELTs have or are comprised of experienced people with deep technical roots.
- nine_zeros 3y ago> Nothing personal but I’m guessing you are either relatively inexperienced or maybe in a market that is different than the U.S. No offense taken. I am in the US and worked for 2 of the FAANGs and 2 FAANG-adjacent startups. The work culture in each of these companies is so terrible that even $400k/year is not enough renumeration for that kind of pressure and political nonsense. What I learned by working at startups after FAANG is that FAANGs are able to have such poor management practices (e.g. fiefdoms, politics, perf reviews) only because they can hide behind infinite revenue. Startups (<1000 employees) that copied FAANG practices crashed quickly because guess what, those practices are actually harmful to the producers of services (engineers, product) and that leads to a quick drop in revenue.
- 23B1 3y ago>$400k/year is not enough Except to many it is - and I’m perfectly happy arguing from the majority in this case, because the failure rate for companies that do not adopt many of the best practices you rail against is extremely high. You also seem to be making arguments for things that already exist and are universal, like performance-based comp, etc.
- nine_zeros 3y ago> You also seem to be making arguments for things that already exist and are universal, like performance-based comp, etc. This appears to be a form of projection because that is not what I was arguing for. And things that "already exist" don't always exist. They especially don't exist in the form they are in FAANGs. In fact, in my experience, the companies that copied FAANG style are the ones that suffered more than other companies that did not adopt those practices. Having worked at pre IPO companies that succeeded and that failed, FAANG-style heavy management is the single biggest reason for company failures because every IC matters in these companies, and poor management practices affect actual product outcomes a lot more in smaller companies.
- 23B1 3y agoIf you’re not getting well-remunerated for your work at at FAANG or a startup that IPOs… you probably need to get some help finding or negotiating on your next job my dude.
- nine_zeros 3y ago> If you’re not getting well-remunerated for your work at at FAANG or a startup that IPOs… you probably need to get some help finding or negotiating on your next job my dude. Once again, you are missing the point of the last post which makes me suspect you are exactly the mediocre manager who gets complained about a lot. Let me guess, you hold weird ideas such as "If they don't do XX, YY, I will fire them" - never once blaming yourself for hiring them in the first place.
- lmm 3y ago> The reward is your salary/bonus/stock, and it obviously works… because work gets done and tech talent is well-remunerated for it. By that logic, responding to requests for estimates with sarcasm and cynicism also works, because work gets done and tech talent is well-remunerated for it.
- 23B1 3y agoThe dudes who respond to requests for estimates with sarcasm and cynicism get fired. I’ve fired them.