Business Big Tech Layoffs Megathread - Techbros... we got too cocky...

Since my previous thread kinda-sorta turned into a soft megathread, and the tech layoffs will continue until morale improves, I think it's better to group them all together.

For those who want a QRD:

Just this week we've had these going on:

https://www.theverge.com/24048636/ebay-layoffs-1000-employees-january-2024

https://arstechnica.com/google/2024/01/google-ceo-sundar-pichai-promises-another-year-of-google-layoffs/

https://edition.cnn.com/2024/01/24/tech/sap-restructuring-ai-jobs-intl-hnk/index.html

But it's not just Big Tech, the vidya industry is also cleaning house bigly:

https://www.brokentoys.org/ludum-mortuus-est/

All in all, rough seas ahead for the techbros.

 

[Sneed's Feed n Seed]

And here I present exhibit fucking A. Literally everything I just said about the Pro WFH stance applies here.
- Claim that the old metrics of work are ineffective at measuring progress, because your self-assessment says you're still doing fine.
- Get defensive over the idea of any new metrics being established, with insinuations about the competence of any managers who do so.
- And end with a violent screed about the whole concept of offices.

You could at least fucking read what other people are saying, mate.

Let me try something. If tickets closed etc. is not a useful metric, what is a useful metric? And how well can those metrics be assessed by someone who can never meet you in person, or look over your shoulder without arranging a meeting beforehand? What's the 'right' way to make sure people are doing what they're supposed to, and not pinching their piglets on company time?

Consider working in software if you can’t trust people who have.

 

[Lord of the Large Pants]

- Claim that the old metrics of work are ineffective at measuring progress, because your self-assessment says you're still doing fine.

They are, and always have been. This didn't start with WFH.

- Get defensive over the idea of any new metrics being established, with insinuations about the competence of any managers who do so.

New metrics like what? Do you seriously think something like (say) mouse-jiggler detectors are an answer to bad employees?

- And end with a violent screed about the whole concept of offices.

You could at least fucking read what other people are saying, mate.

Let me try something. If tickets closed etc. is not a useful metric, what is a useful metric? And how well can those metrics be assessed by someone who can never meet you in person, or look over your shoulder without arranging a meeting beforehand? What's the 'right' way to make sure people are doing what they're supposed to, and not pinching their piglets on company time?

One, if you're salaried, who cares about "company time"?

Two, the metric is to have managers who actually understand the work being done, and have them maintain regular contact with the people they manage. Middle managers rebel against this because it would require them to actually do work instead of feeding bullshit stats into a tard friendly Powerpoint.

 

[Disc]

Consider working in software if you can’t trust people who have.

I do work in software, mate. I've seen people retreat into the hills and abuse WFH to their fullest extent, and I've had great coworkers I never could have met without some level of remote working enabling one or both of us. This isn't about doubting people who work in software, this is about doubting people who do everything in their power to prevent you from ever being able to prove whether those doubts are unfounded or not.

Two, the metric is to have managers who actually understand the work being done, and have them maintain regular contact with the people they manage.

See, this I perfectly agree with. I've been on both ends of this sort of conversation, and they're a great way to make sure the boss understands where you're at and what progress you're making.

They're also way easier to have when you're both in the same physical location, and you can just spin your laptop around to them, or hop up and borrow a nearby whiteboard. you don't have to try and find a time you're both available because you can just turn your head and find the other person's rough state.

Personally, I find the only way to act with regards to keeping micromanagers off you is to... essentially micromanage yourself. To the best of your ability, put up some kind of schedule or target for your week (whether that's particular milestones on your tasks you want to hit, or w/e else) and let people know early if something's taking longer than you expect. do your best to assess the scale of problems early, and as long as your boss is in the loop whenever you go off-target, 99.9% of the time you'll either be able to get through the problem just fine, or have a boss already braced for the fact you need assistance by the time you actually need to ask for it. I just find that whole process works miles better when people still meet up regularly in person.

 

[sadrefrigerator]

Personally, I find the only way to act with regards to keeping micromanagers off you is to... essentially micromanage yourself. To the best of your ability, put up some kind of schedule or target for your week (whether that's particular milestones on your tasks you want to hit, or w/e else) and let people know early if something's taking longer than you expect. do your best to assess the scale of problems early, and as long as your boss is in the loop whenever you go off-target, 99.9% of the time you'll either be able to get through the problem just fine, or have a boss already braced for the fact you need assistance by the time you actually need to ask for it. I just find that whole process works miles better when people still meet up regularly in person.

This isn't micromanagement. You should be doing all of this by default. Most processes have those features baked in. Micromanagement is when your manager controls what you do on a daily to hourly basis. This could happen if you have a bad boss. Or you aren't doing the above and you aren't meeting your goals, at which point you are probably being targeted for removal.
None of this is unique to in person or remote work. A lot of this is determined by how much effort was put into making good processes and having good collaborative culture. For example at places like Amazon, your way of working would not work. You can't bring up issues to your boss without some political excuse to deflect blame off yourself. Your coworkers aren't going to help you because it would make you look better.

 

[Lord of the Large Pants]

They're also way easier to have when you're both in the same physical location, and you can just spin your laptop around to them, or hop up and borrow a nearby whiteboard. you don't have to try and find a time you're both available because you can just turn your head and find the other person's rough state.

Do you not have Slack or something where you work? Most problems can be solved through asynchronous communication. If they can't, THAT'S when you set up a meeting.

Personally, I find the only way to act with regards to keeping micromanagers off you is to... essentially micromanage yourself. To the best of your ability, put up some kind of schedule or target for your week (whether that's particular milestones on your tasks you want to hit, or w/e else) and let people know early if something's taking longer than you expect. do your best to assess the scale of problems early, and as long as your boss is in the loop whenever you go off-target, 99.9% of the time you'll either be able to get through the problem just fine, or have a boss already braced for the fact you need assistance by the time you actually need to ask for it. I just find that whole process works miles better when people still meet up regularly in person.

While I've never felt the need to set a hard schedule, maybe some people find that helpful. That's fine.

Now you say that people can be bad (or dishonest) in evaluating themselves, and you're not wrong, but... okay? Isn't that my boss's job? He's said I'm doing well, so why should I think that working from home is a problem for me?

That's why the bolded part is what I so strongly reject. My boss lives on the other side of the country. He's never even seen what I look like. That's fine, because we both know what the fuck we're doing. He knows I don't need a babysitter. Could they squeeze 1% more performance out of me at the office by constantly looking over my shoulder? Maybe, but I'd probably just leave for a place that treats me like an adult.

In hindsight I probably did come off as overly hostile. I've had some personal difficulties going on and I'm slightly drunk. However I stand by my main point.

 

[Fata v3]

Every single one of these companies that are worried about losing people would kill every kid in an orphanage for the ability to sell their products to China for a year. They absolutely get what they deserve for employees leaving for better treatment and pay. Don't be mad when the people you sold out sell you out right back.

Chinese companies have been doing this for ages with Japanese and Korean engineers.
As it says there is reputation risk if you take the chinese money as you won't get hired again. They may offer up to x3 more salary but they dump you as soon as they have what they want. So it is actually very shortsighted unless you can actually kick on and produce.

 

[Kuritan Deplorable]

As it says there is reputation risk if you take the chinese money as you won't get hired again. They may offer up to x3 more salary but they dump you as soon as they have what they want. So it is actually very shortsighted unless you can actually kick on and produce.

Yup, but if you're a 65 year old senior engineer who knows all the valuable shit, taking a couple years working for the Chinese to add a decades worth to your retirement savings is a really tempting offer. Its a really lucrative way to cash out of an industry, an easier form of the old process of retiring, then coming right back as an 'independent contractor' when your employer starts shitting the bed over losing your skillset.

 

[The Hardest R]

As the boss, you should know exactly what effective metrics are for your direct reports. If it’s not just who can write the most lines of code or who can close out the most amount of tickets, you should know exactly what success looks like.

Most managers are shit. They just like that they’re called a boss and otherwise have no inclination to know what their direct reports do or how to demonstrate that they add value. I’ve found the most effective way to improve morale and productivity is firing, demoting, or reassigning middle managers.

This all ties into the WFH discussion. If you have no idea how to effectively assess performance, then get the fuck out of the way to make room for someone who can. The RTO rationales can almost entirely be laid at the feet of piss poor management. But I get that there are diversity quotas and we’ve overpromoted women, minorities, and alphabet persons who have no business being a manager, but feels like we’re throwing the baby out with the bath water here. Some places get it, though.

 

[Back me up!]

I now people shit on Agile (with good reason) but having a meeting every meeting asking "What the fuck are you doing" and "What is blocking you from doing your job" helps with the full WFH crew. Pretty easy to find out when some one is bullshitting.

 

[Peaches the Wonder Cat]

Yup, but if you're a 65 year old senior engineer who knows all the valuable shit, taking a couple years working for the Chinese to add a decades worth to your retirement savings is a really tempting offer. Its a really lucrative way to cash out of an industry, an easier form of the old process of retiring, then coming right back as an 'independent contractor' when your employer starts shitting the bed over losing your skillset.

65 year old senior engineers are not going to work 9-9-6 for a few years to pad our their retirement savings. If you don't have enough retirement savings after spending that long in the industry, you're fucked anyway.

 

[TheRedChair]

Heh I'll place this here.

 

[The Mass Shooter Ron Soye]

Wake up babe

Google Might Start Layoffs In January Claims Post On Online Message Board


A screen grab from a post on the message board Team Blind claiming that Google will start laying off employees in January. Image: Team Blind

 

[Mr. Zed da Robot Poon Fed]

Don't know if this was posted already, but here:

Life is Strange developer Deck Nine confirms another round of layoffs

The studio previously cut 20 percent of its workforce in February.

December 9, 2024

Life is Strange: Double Exposure developer Deck Nine Games has laid off an undisclosed number of employees.
Studio CEO Mark Lyons confirmed the news in a post on Linkedin.

"Today, we are sad to share the news that we must say goodbye to some of our talented team members," he wrote, echoing the chorus of studios that have downsized in 2024. "This was an extremely difficult decisions and reflects the challenging times many companies in our industry are facing."

The news comes shortly after the release of Double Exposure, which launched on October 29 and continues the narrative that began in the original Life is Strange.

This is the second round of layoffs Deck Nine has made in 2024. The company made 20 percent of its workforce redundant in February and blamed "worsening marketing conditions."

The studio also laid off 30 people in May 2023 but didn't provide any explanation for the move. It did, however, state those impacted "did nothing wrong."

Lyons has asked fans for "support and understanding" while the studio regroups following the latest round of layoffs. It's unclear how projects such as Double Exposure will be impacted by the decision.

Game Developer has reached out to Deck Nine for more information.

 

[Snekposter]

Life is Strange developer Deck Nine confirms another round of layoffs

Oh no, how terrible. This means they're still operating!

 

[Gender: Xenomorph]

If you're a manager who opposes remote work because you suck so bad at your job that you can't tell if your subordinates are doing theirs, kill yourself.

That is all.

You don't get it. We can maxx productivity if we lock everyone in 2h meetings where managers can show pointless slides. Also expect 'team building exercises' that do nothing but waste everyone's time.

And those refusing to RTO didn't live through the 90s where every call-centre job was shipped to India.

These lazy fucks want to demand that they can do their job at home, without coming in to work? Don't be shocked when Patel does it for a 1/10th of the cost of your wage.

And, those who do a job of work; those who build, manufacturer and assemble, don't have the choice of WFH, even though I am not one of them, the whining by the lazy laptop class is astonishingly privileged (hehe)

I don't get it, you won't have productive workers come once a week at the office and WFH, but you would hire a faceless pajeet in India to do the work?

Re-sharing this since I had posted it before the forum went kaput last week.

View attachment 6725891

https://archive.ph/wK1tR

View attachment 6725893

It was just a matter of time, I suppose. All they have to do is offer home office, a salary 3 times higher than anything in the sector, and they'll be poaching talent by the thousands.

While the rest of the western companies were fucking around with RTO, DEI and retarded "flavor of the week" policies, the Sinos will reap the benefits. Disillusioned, disgruntled western IT employees.

Yea, China has been grifting the West for ages.

They've been stealing our production, our factories, the manufacturing plants of our biggest industry...

Now they're taking the senior workers. Why shouldn't they go? The corporations would GLADLY replace them for Chinese workers working for 1/3rd their wages.

 

[Fishmalk Observer]

Oh no, how terrible. This means they're still operating!

Won't be for too long, they are probably selling the furniture and hoping to convince retards like MS or Sony buys their shit. After all, as we all know, buying failling studio just works.

 

[Peaches the Wonder Cat]

Now they're taking the senior workers. Why shouldn't they go? The corporations would GLADLY replace them for Chinese workers working for 1/3rd their wages.

And in a few years once Wi Dong has learned everything, they go back to the Chinese government along with all the source code and their expertise.

Wars against Chinese tech like TikTok have much more to do with preventing their companies from competing and taking down US tech companies than the spying allegations. Of course the spying is happening but we care more about keeping the big tech companies afloat so they can contribute to PACs.

 

[John Furrman]

Anyone who doesn’t want to return to office should have gotten looked at by a psychologist or psychiatrist, get a diagnosis, request accommodation for their invisible disability from HR, have their doctor fill out the request form, and the ADA forces the employer to let you to work from home indefinitely. If they retaliate or you even suspect retaliation, you can just alert the feds. Make the broken system work for you.

 

[Snekposter]

Won't be for too long, they are probably selling the furniture and hoping to convince retards like MS or Sony buys their shit. After all, as we all know, buying failling studio just works.

Considering the purchasing habits of those two companies, its not exactly the dumbest business decision.

 

[Nagato Kai Ni Surigao]

Luckily management realizes my value as a fixer. Got a question no one knows, ask Dave. Have some random technical question on how to write this esoteric code, ask Dave. Need me to sit and write code for 8 hours, sure, I can do that but for the boring stuff I'm not much cheaper than the more junior guys. But if you hit a roadblock I'm the one they want to keep around.

I just watched two copies of this guy get laid off this year. Guy 1 knew everything from every system and was busy around the clock fixing people's difficult issues. Guy 2 was on top of every message and every incident and by far had the most messages sent in the entire organization, and he got things fixed. Management does not care.