Comment by xpl
> so you end up losing your best people to companies
Management probably thinks they don't need the best people anymore, as mediocre employees + ChatGPT (or whatever they use at Amazon) will suffice.
> so you end up losing your best people to companies
Management probably thinks they don't need the best people anymore, as mediocre employees + ChatGPT (or whatever they use at Amazon) will suffice.
I have made this point to my teammates. When I expressed concern about my job, several of them disagreed and said I was irreplaceable. I told them no one is irreplaceable. The company would be happier with someone who did 60% of my work getting paid 50% less. I am very good at my job in a position where being very good is no more desirable than just good enough.
> I am very good at my job in a position where being very good is no more desirable than just good enough.
This is important to internalize. There are jobs with more downside than upside. When in such a situation, it's often best to move on at your own schedule rather than hanging on too long.
Often the % quality/quantity of work your replacement can/will do is a lot harder to quantify than the 50% less pay, so they will even take 40% of the work for 50% of the pay.
I mean, anyone who hires L3s thinks this to some degree (compared to say, Netflix that has the majority of engineers L5/L6).
However, it's likely they will exempt the right people, it just matters how hard it is to get those exemptions.
Or that management wants to make the most of the downturn in tech hiring to make sure the rank and file don't get the wrong ideas about who actually has the power. The extra attrition is probably the icing on the cake.
WFH is overwhelmingly popular amongst employees and has the most potential to be a topic tech workers band together on. Tech employees realizing that collective action can work terrifies execs. Therefore it's imperative to the moneyed class that RTO be normalized back as soon as possible.