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And this is why I'll never work for a company run by MBA driven bull-crap. Any properly managed business group will have this covered because they treat their

And this is why I'll never work for a company run by MBA driven bull-crap. Any properly managed business group will have this covered because they treat their human "resources" like actual humans - not variables in a spreadsheet. A GOOD manager would know an employee was at risk as a result of doing their god damn job properly. You do not need a team of data scientists to figure this out. Advice for younger engineers: if a company has grown past 100 employees, stay away from it. It's inevitably laden down by morons who would forego talking to you on a personal level in favor of a mechanical system with as little interaction as possible (liability and all).

wsc981 14y ago
I believe these kind of systems are implemented in much smaller companies as well. The last company I worked at started implementing mechanics to determine roles and payment when the company grew to 40 people or so. The system that was introduced annoyed me, since it seemed to favor people in a management roles and also with a Masters. The system was created by consultants on behalf of my employer. To me the system felt like me being a horse with a carrot held in front of me. I guess it's true what's being said about engineers and herding cats. Engineers do want a personal treatment. This rewarding system was one of the reasons I decided to leave later that year. It seems the turnover inside said company has increased shortly after I left, perhaps other people felt the same.
dgallagher 14y ago
I think the flaw in "MBA driven bull-crap" is an incomplete algorithm. You can only track what's being measured, and only if you understand what's being measured fully. Humans are extremely complicated creatures, so currently they're impossible to measure accurately, and to fully understand. The refined technology simply doesn't exist yet. Smart MBA's will recognize this and adjust things accordingly, but this has to be embraced throughout the organization. One minnow is easily overlooked in a sea of fish. -------------------- Personally, I like to measure companies based on how well they implement idioms from other complex professions, like programming. DRY, KISS, etc... The more repetition, the more unneeded complexity, the poorer the company is to work for (IMHO).

wsc981 14y ago

I believe these kind of systems are implemented in much smaller companies as well. The last company I worked at started implementing mechanics to determine roles and payment when the company grew to 40 people or so. The system that was introduced annoyed me, since it seemed to favor people in a management roles and also with a Masters. The system was created by consultants on behalf of my employer. To me the system felt like me being a horse with a carrot held in front of me. I guess it's true what's being said about engineers and herding cats. Engineers do want a personal treatment. This rewarding system was one of the reasons I decided to leave later that year. It seems the turnover inside said company has increased shortly after I left, perhaps other people felt the same.

dgallagher 14y ago

I think the flaw in "MBA driven bull-crap" is an incomplete algorithm. You can only track what's being measured, and only if you understand what's being measured fully. Humans are extremely complicated creatures, so currently they're impossible to measure accurately, and to fully understand. The refined technology simply doesn't exist yet. Smart MBA's will recognize this and adjust things accordingly, but this has to be embraced throughout the organization. One minnow is easily overlooked in a sea of fish. -------------------- Personally, I like to measure companies based on how well they implement idioms from other complex professions, like programming. DRY, KISS, etc... The more repetition, the more unneeded complexity, the poorer the company is to work for (IMHO).