Potemkin wrote:Newsflash: most employers want to pay as little as possible for the most amount of work from their employees, and most employees want to do as little work as possible for the most amount of money from their employers.
The only thing which is puzzling about this is that some crazy employees seem to work harder than they need to for no additional reward.
Of course of course. However, if the employer needs a specific skill, they will have to pay more whether they like it or not. On top of that, if they want a high performer at the skill they need, then they must pay even more. In the high skill labor market, there are two ways employers can keep wages low.
- The first is to expand the labor pool by lobbying for more H1B visas to be given out.
- The second is to collude with other companies to keep wages down.
Many silicon valley companies like Apple, Intel (the company I just quit this past week) were found guilty of the second method. They had to pay back wages to a large number of people. I figure they will redouble their efforts on the first method since that's much more legal.
With respect to those crazies that do more:Let's be clear, "high performer" does not and should not mean you work more hours. If anything, it should be more about how much output created per hour worked. As noted through my previous posts, I'm in the high performer category. I tend to do much more than "just my job." That however, doesn't mean I work more than 40 hours a week (though I tend to do 45 which is very common in America these days).
Why do I do this? It's not to please my business elite overlords. It's more intrinsic than that. My reasons are:
- I actually enjoy working on technology. It's pretty fucking cool shit I get to work on.
- I want to buy my freedom ASAP (i.e. retire early). Promotions early in a career go a long way to overall income earned over time.
It just so happens that my intrinsic motivators align with the motives and desires of asshole executives and those cocksuckers in the board of directors.
Rugoz wrote:
I also think it's far fetched.
I would say I've been a low performer and a high performer in my career, but I don't think my productivity ever dropped below 60% of a 100% (assuming a fixed number of hours per week).
If 40 people are doing less than 10 (or even only 20%!), that is first and foremost a management problem.
Very true, to a very significant degree, very low output from workers can certainly be a management problem. Also, often times managers are actually very scared of having to fire people, thus, they tend to keep low performers around. The larger the company, the truer this is. It's multifaceted indeed. That said, at some point, there are many workers who are simply unteachable, or uncoachable. They simply don't care. In that case, the solution is to let them go or find them a job they can excel at.
The worst situation at a company, is when you have low performer types at management positions. Which is very common at large companies.
I still don't think this is far fetched, and of course the ratio will vary from company to company.
I can think of 11780 reasons Trump shouldn't be president ever again.