Clojurians Log v2
jobs-discuss
Here in Bulgaria ( poorest country of the EU ) a salary for a Java programmer would still easilly be usd $ 44572 per year like this example.
To be clear: you still have to pay many things out of pocket here. Health insurance coverage varies a lot and the wealthier get to "shop around" with their 7% so they get much better coverage than the ones that are stuck with state insurance.
Also perhaps the idea could work, but the implementation is all very sketchy. The pension and healthcare insurance providers are little mafias/lobbies with way too much influence, and the law if full of loopholes for the wealthy to reduce their taxes. But I disgress.
Yeah, I'll be interested to see if @admin995 responds to my question about which country pays the sort of salary they were offering...
Where did you ask this question?
It's about the average for juniors in South Africa, and very easy to find places offering less.
Today I had a call with someone and I noticed that while he was showing something, a tool called Hubstaff was making a screenshot and a notification that the screenshot was sent to Hubstaff. I looked that up: https://hubstaff.com. I hope this is not the future of remote work.
Oh no 😲 That would change my focus from being productive to appearing productive. Which would make me miserable and very likely to quit.
> Spend less time tracking and more time growing by tracking 100% of the time
@admin995 Thanks. I was curious since your TZ is the equivalent of US Central time. Hopefully you will find folks!
Yeah, I've heard of companies making their employees use stuff like that -- so they "can be sure that their staff are working". Sigh. I could never work for a company that trusts their staff so little 😞
Thanks, @seancorfield!
This is micromanagement on a completely new level. My cynical suspicion is that management who uses these tools and practices are trying to solve problems that are disturbing or alarming. Management often gets rewarded when their sub-division/team is more productive according to arbitrary metrics. Typically these metrics are somehow, often artificially, tied to revenue or even worse: to some superficial “idea” what productivity means, such as LoC, time spent, tickets closed… Also the rewards are typically of short-term scope. You get the drift: Short term incentives and quantifiers are invented to create a set of clear, but superficial and often even harmful, rules. Like a game actually. The underlying problem is part in what @seancorfield said: lack of trust. But I think there are other factors as well. When the only motivation is monetary and abstract, then all participants (including management, clients, workers and so on) sever their human connections. Trust is one of the things that grows from human connection. Others are empathy, long term relationships, personal and social (teams, PR etc.) growth, and sometimes even basic human decency. Then it’s not about solving problems, creating real value with work and learning, but about playing an abstract and unsustainable business game to extract as much money individually, while assuming everyone else is playing too. Thankfully many business relationships are not like this! And it’s certainly not a black and white thing either.
been there https://www.crossover.com/pages/productivity thats's exactly how it looked like