A friend of mine posted an Instagram story about how a manager justifying his position through the removal of remote work. Half-jokingly, I remarked about how the image reminded me of a meme of a shared manager we had in the past. Yet the post aimed to demonstrate an implied lack of empathy that middle management has towards the idea of remote work that gave me the epiphany how going forward in a post COVID-19 world that companies lacking remote work options will become the measuring stick of company culture.
I’ve been in the tech industry for quite a while. Enough where I should be a lot higher than where I am. However, I usually end up in senior/lead roles and I think at this point, I have the experience to share what ends up happening in those roles and how one should handle them.
Although there is a trend for tech companies offering remote working conditions, a great deal do not. This is pretty silly since most tech companies are on a 24/7 environment (especially those operating on the web) and the fact that technologies have caught up to allow for collaborative environments without requiring physical and central locations. Here are my reasons that tech companies should move towards this trend sooner rather than later.
There’s this problem in the job market where employers want to get away with murder in terms of paying people as low as they can. The end result is that for certain type of jobs, you create a sort of vacuum in terms of intelligence just due to their nature (e.g. airport security, customer service, etc.) The end result in my view is that the quality aspect still remains poor and customers remain resentful. So nothing really improves. What if we change this premise?
If you’ve never seen the movie Office Space and you’re a tech worker, do yourself a huge favor and find a copy asap. The thing about this movie is how Mike Judge manages to create a movie about the “colorful” types of cast you often meet inside a white collared job situation. One of the most infamous that seems to exist in some form is the Bill Lumbergh type. From my experience, it feels like this middle management leech somehow manifests at virtually every single company I’ve worked at and probably has shown up at your spot.
After the race parts company, I ended up doing some contract work for a person search site. This was probably around the height of the dot com boom in terms of how much money was floating around and companies were in no slow down of finding people to flood their ranks with the enormous competition to grow big and take advantage of this growing market. Sometimes though those decisions weren’t necessarily for the best as many didn’t screen candidates heavily enough.
One of the first jobs I worked where I was trying to build up my resume was a small chop-shop over in Mission Viejo editing simple HTML for an online document system. It was my first “real” job outside of college where I would get to sink my teeth into doing something semi-related with the five years of studying at UC Irvine. But it’s always funny trying to finagle what you learned into what you ought to be doing.
After graduating college, I was idealistic with big hopes and dreams. The problem when you’re a big dreamer with high hopes from life is that you easily can get all of that crushed by the harsh reality of moving out of the academic environment that has been so neatly organized for you into the more dynamic trenches of a regular job where college most likely hasn’t prepared you. So this story is a short one of what not to do in an interview right after college if you are like my former hopelessly romantic self.
Just saw an article about the detrimental effects of the open office that has become popularized in recent years. I’ve been dealing with open offices for some time now since roughly 2009 (I worked in one Japanese office). Here, I want to share my evaluation of them and where they belong (or not).
I often hear statistics such as how there’s this huge gap in terms of the talent pool for technology jobs in the states. The result is that companies have supposedly been forced to offshore to go for talent. Yet I question whether the actual talent pool is shallow or that the interview processes are skewed, which has caused numerous companies to be unable to hire the right talent.