Xsolla fires 150 employees using analysis of chat and email activity(gameworldobserver.com) |
Xsolla fires 150 employees using analysis of chat and email activity(gameworldobserver.com) |
I doubt this will go well since if it keeps happening unproductive people will become the best at gaming the system.
But at the same time, there has to be a better way than being observed by a boss in a physical office. I don't want to commute just because people on my team who were unproductive in the office are now just as unproductive at home and not seeing their face daily makes it hard to tell if they took another job and just haven't told anyone.
But again not sure if that's the whole reason behind the action, maybe the company is not doing so well at the same time? That's why they needed to change.
Regardless of the reason, I'm sure firing 150 people at the same time will give you some backslash in any way. Good luck to all those 150 employee for their future
It’s a bit easier to delegate to some authority (data) than just say “you’re bad, we dont want you”.
It kind of sounds like it from the description:
... you were not always present at the workplace when
you worked remotely.Oh the irony
https://mmos.com/news/chronicles-of-elyria-class-action-laws...
I mean obviously there are internal problems if that many people are disengaged to the point of needing to be let go, but after reading the letter, if the company follows through on helping everyone find a new job, it could have been worse?
Exactly. If 150 employees are not productive I hesitate to conclude that that's entirely the fault of the employees. Maybe it's not that those people are wholly unproductive, rather that they're culling the worst ones as a weird way of boosting productivity (also scares the others into working harder, I guess)
I feel more sorry for the 151st.
Sweet.
Maybe we are hitting the day when all of your code commits, all communication, location in the building, telecommute meetings, etc. etc. could be run through the Big Machine and give you a grade. All automated.
A parrot could be trained to fire people in a special HR chamber.
—- Snowcrash
Three prisoners in communist East Germany were talking about their crimes.
1: "I always got to work five minutes early. They convicted me of spying."
2: "I always got to work five minutes late. They convicted me of sabotage."
3: "I always got to work exactly on time. They convicted me of owning a Western watch."
If you're enough sigmas below the median, it might be worth a closer look at least. Human review would be necessary of course. There are a plethora of ways to contribute. But it doesn't seem controversial that there must be some signal to be extracted from logs like those described in TFA.
Even a system of assigning a certain number of tasks. Sounds reasonable enough, right? But in my experience if you need X tasks per Y, the tasks will soon begin to conform to the metric. “Oh I need 8 gold doubloons this week, let me assign all of those to fixing the white space in this file.”
Obligatory Dilbert https://dilbert.com/strip/1995-11-13
We will see how it turns out but I still believe that gamifying everything is a bad idea. There's no way to align the incentives with company profits using stupid metrics.
The top users of these pieces of software have all been canned, since they obviously were doing no real work.
For what it's worth I do think it is very silly to announce you are using metrics like this. Ideally you'd not want people to know what tipped you off that they were just cashing checks. You would fire them gradually over several weeks or months, and explain it some way that doesn't easily point back to the filter metrics. This approach of announcing it is like exposing pathogens to a sub-curative dose of medicine.
Anyway, I don't get the sense from the other commenters that the main concern is for the wellbeing of the company -- that they might be at risk of being gamed. I don't think an employee should have an expectation of privacy in at least several of the spaces used in the article as a signal, if any.
That said, I have worked across APAC and I can see that this metric-driven, fear-based approach can work very effectively to achieve short term gains when applied in some cultures - particularly those where the gap between the haves and the have nots is relatively large.
It is extremely unfortunate that is the case. That said, whilst it is, it perpetuates (not blaming anyone, just is a factual observation) the confidence for sub-par leadership to impose/experiment with such methods.
Some consulting firm came in to the company and decided, based on number of commits (or some such metric), that one particular engineer was the lowest performing engineer on the team. So, management fired them.
Turns out that engineer was the one who everyone side-channeled with to get help when blocked. They were the one who knew the system best and were enabling everyone's productivity, it just didn't show up in the metrics.
I wonder how many false positives they got here.
Oh my gosh! Jonny coder over there has been deleting, deleting! our code. Fire him immediately!
Metrics are frequently inaccurate and easy to game.
The experienced technicians would leave the base stations though as they took a long time to troubleshoot and repair, so customers would get upset that the turnaround was slow. But these repairs were also profitable because extra labour and parts margin. So I would take them on - win/win I thought - happy customers and billing the expensive jobs, heck someone has to do these jobs. The problem was that you couldn’t complete more than about 1.5 of these jobs per day on average.
Anyway, new lab manager comes in, crunches numbers and they decide my work rate is too low and I’m no longer required…
I still wonder to this day if it had an impact on turnaround of those devices.. I would like to think they realised what they did. I also learnt not to get too far from the herd even if you have the best of intentions.
The management / executive team would always hear about major crisis hotfixes, then immediately see my name on the high visibility pull request. Thus, they think I personally must have been the cause of the problem. Somehow I was on every team and responsible for every feature, every hotfix, and the poor work every team developed that irritated clients. (Funny how I was never responsible for the positive things, though.)
Then there'd be companywide meeting / email to cover what happened with a screenshot with my name by a hotfix with comments like "Let's not have to do things like this going forward." "Some of us have to actually work for a living, and heh I don't know about you guys but _I_ don't appreciate having to panic review things like THIS!"
It was a pretty lighthearted thing to begin with, but they stopped mentioning it entirely after that.
Career red flag right here.
Turns out they spewed out the most ugly, over-engineered and unmaintainable code that all the others had to fix/maintain/understand their mess.
Long ago, he joined a company fresh out of college that pretty much measured dev productivity with number of lines written. He quickly realized that it was a red-flag, but jumping ship so soon was going to be hard to explain on a resume.
So he basically started writing code in two stages using a codegen tool: something high level not under source control that would generate extremely verbose code that would be checked-in.
Inheritance? Polymorphism? Interfaces? Not in the generated code for sure. Duplicated code all over. Other engineers were furious but management kept defending him "he's just a junior and his metrics are off the charts, you guys just can't keep up with him".
Three promotions in 18 months and jumped to a FAANG not long after.
In every place I've worked, the person who has helped me get unstuck has always been one of the most productive and talented members of the team. If they weren't, why would I need their help?
Y.T.'s mom decides to spend between fourteen and fifteen minutes reading the memo. It's better for younger workers to spend too long, to show that they're careful, not cocky. It's better for older workers to go a little fast, to show good management potential. She's pushing forty. She scans through the memo, hitting the Page Down button at reasonably regular intervals, occasionally paging back up to pretend to reread some earlier section. The computer is going to notice all this. It approves of rereading. It's a small thing, but over a decade or so this stuff really shows up on your work-habits summary.
--Snow Crash by Neil Stephenson.
Each and every one of us are expendable.
If company design the work "game" like such, people will try to cheat the game like automatically producing whole bunch of crap on daily basis - is that productive? Then, they will have to figure out an anti-cheat, on and on. Play stupid game, get stupid prizes.
For people who might want to work for them, this really a turn off. What kind of potential metrics they could be looking for next? If a person made a 2000 line code that impacted the whole company, but that's all the code that person produced, should he/she get fired for being unproductive? What a rabbit hole!
https://maxfrenzel.medium.com/in-praise-of-deep-work-full-di...
It sort of makes sense when you realize that "busy", in that context, just refers to the kind of busywork that can be interrupted without loss.
And when given the choice I’ve seen teams almost battle to get these “low producers” into the group even though their output wasn’t top-tier.
I don’t know how we measure for these slippery traits without falling into woo traps but until we figure out what to look for, great team building will remain an art.
We’re nowhere near a point where we can accurately measure the weird and chaotic quirks that make up a top-tier team. Building a team is still far more of an art more than a science.
I get letting a person or two go who have clearly demonstrated they’re not a good fit, but I can’t help but wonder how much of the kool-aid this company has drank to think firing this many people based on weird data measurements was at all a good idea.
- the 1st, sounding great in Russian, yet hard to translate, is "work energetically like f&cking or f&ck off"
- the 2nd is "looking for a great PR professional in Russia"
https://vc.ru/hr/277765-glava-xsolla-obyasnil-massovye-uvoln...
While without directly offensive words, not like the FB posts above, his message firing the people is still written in a very insulting disrespectful tone. "Write me a long letter". Russian term is "izdevka". The message is written with a lot of mistypes and Russian language mistakes. It doesn't look to me like it was written in a rational and/or sober state.
Some points from https://app2top.ru/industry/xsolla-ob-yasnila-uvol-neniya-za...
- slowdown of growth is the reason for layoffs, and thus decision to cut 10% of salary budget
- primarily firing rank-and-file, not management
- time spend in git/IDE wasn't considered in the evaluating employee efficiency
- most layoffs in Perm is because salaries there are lower than in US
I get a feeling that he is losing it, like he probably got teared a new one by the investors or something like this, got drunk and got that epiphany ... The metrics collection was probably going for some time, and finally they found a use for them.
In America, in recent years, both in our company and in the media, various minorities have been actively protected and people are very cautious about the dismissal of gays, blacks, and more recently, Asians. But in Xsolla, we did not give immunity to these groups, because all decisions that a human makes, from the point of view of Americans, have a risk of being biased, and our algorithmic solution is as unbiased as possible. Therefore, from the point of view of American media and American civil society, for us it is much better and more indisputable than if some manager fired someone.
https://translate.google.com/translate?sl=ru&tl=en&u=https:/... (In Russian, Google translated)
For example, "... If you want to stay in contact with me, please write me a long letter..." should be better translated as "... If you want to remain my acquaintance, please write me a long letter..."
(source: I'm russian)
I did not continue to do that as when a task carried over into the next day I wasn’t hassled about it, but whenever things like this occur I have to wonder if there are places where this strategy would be required.
This naturally ended up a disaster because A) those people weren't updating their skills in the tool because they were high demand rock stars and B) they had deep customer relationships, to the point where many customers threatened to (and I'm some cases did) cancel their contracts and stop doing business with us. My understanding is somewhere between 1\3 and 1\2 of everyone let go was hired back at higher pay after keeping all their secerence pay, and many of the rest just refused to do so.
It is a real problem! People are just bunking off and not working!
I also saw this when people were in office, however. Eventually, some people just stop doing work completely and coast until they are noticed or find a new org to be a parasite of, a surprisingly rare occurrence.
And I say this as an extremely lazy employee who often checks out at 4pm. It gets BAD with some people.
Were they more available in the office? In my last job, the senior developer was rarely available and people complained about that while remote.
But because he was always in meetings or explaining things to management or fixing things that nobody else understood, he wasn't more available in the office either.
People just understood that he was probably in a meeting if not at his desk, but didn't make that connection with Slack.
Wow you're really selling it for us. PR nightmare.
Who doesn't want to make more and work less? I wish I could make money while doing nothing.
You believe the CEO's claims?
I bet he has a bridge he'll see you too...
> If you want to stay in contact with me, please write me a long letter about all your observations, injustice, and gratitude.
Still nothing on your sarcasm detector?
But using this data without the context is pretty foolish.
I was in the room one time when HR decided to let go of 250 people based on the sq footage rate of the office they worked in. It’s not at all odd that in the post office world they are looking at other dumb metrics for these decisions.
As someone who works with multiple teams overseas (Belarus and Ukraine), I have certainly not experienced any issue replacing key team members here in the USA with members abroad. Yeah, sometimes I have to wake up at weird hours, but we get things done.
This approach has been so successful, that lately we only hire architect level engineers in the USA. For all other roles we prefer to hire abroad through specific consulting firms.
I’m not in a position to hire Eastern European contractors currently but do see how tight the market is otherwise and my experience would suggest increased contractor billing rates and/or more constraints on when you can dip into the contractor pool?
A bug fix without an associated ticket is missing context: who spotted the bug? When? What were the steps to reproduce?
Even a ticket with no content is valuable - it gives me somewhere I can post additional comments and screenshots later, or link to other related tickets.
What’s not supposed to happen is have those analysed to be used as some dumb proxy for productivity/output.
But at most, this should be supplemental information considered in a proper evaluation process, not the sole source.
Things quickly go south when they start to involve “softer” signals like email activity.
And further still that the direct outcome was immediate termination and not some kind of performance improvement period.
Perhaps this last part is not present in the Russian workplace, I’m not familiar.
I can’t help but feel like this is a real life slippery slope that came fully to fruition.
But not a system that could automate a regular workers' job so they don't have to be constantly checking Jira, Confluence, Slack, mail, etc, etc?
Earn more and work less?
That's weird.
Those poor folks who still work for him will be working more and earning less than those he fired.
I know it's rare relatively speaking, but between this, Blizzard and others, it seems insane how disconnected a CEO is from their company.
While short sighted, thankfully this doesn't represent the norm of companies.
He comes as a tremendous jerk. I mean kicking out 150 people in your hometown where job market is much worse than say in Moscow or St.Petersburg, and with such a spite making sure that they publicly got that "fired for performance reason" black label on resume.
My limited understanding though is that such easy firing doesn't work in Russia. The fired employees probably have a case, and while it probably makes sense just to move on, some of them may decide to drag the company a bit through it with related publicity/etc.
it is a simple "work your ass out or walk your ass out" without the unnecessary slavic macho-bravade of foul words.
In this case I intentionally tried (and looks like i succeeded :) to deliver the "slavic macho-bravade of foul words" (well put, you definitely have a way with words) as expressed by the CEO as it is a directly related to that harsh firing and very illustrative of the CEO part of the picture.
https://www.folklore.org/StoryView.py?story=Negative_2000_Li...
This reminds me of one of Udacity's first classes: do firefighters cause fires? https://www.youtube.com/watch?v=Ku9E9uKyr4E
Curiously, it's desirable to both have many PRs and few revisions - but also large ambiguous and difficult PRs. Obviously this can thus be gamed.
Source: was a priest in WoW back in the day. Because nobody else wanted to, not because my warlock sucked.
Edit: I've been top of regular productivity charts AND the unanimous answer to "who do you go to to get unstuck?" at at least one company you've heard of. Management regularly promoted the suck ups. Read something like Blind and you'll know how prevalent this is.
I thought your flip side was an alternative perspective on those who help others get unstuck, not on those caught by the HR performance metrics filter.
Sorry to hijack your comment, but I would like to say:
There are many, many good reasons why someone would want to quit a job after only a short period of time at a company (harassment being an obvious one). It took me a long time to realize this fact, and stop viewing a quick departure as a potential red flag and also stop asking questions like "Why are you looking for a new role?"
Someone leaving a toxic environment really doesn't want to spend any part of the interview talking about the past; they want to show you they will be a valuable member of your team, while also learning if your company is one they want to work for. We should all consider that the next time we are reviewing resumes and interviewing candidates.
I do this unironically. Mostly for producing unit tests from more sophisticated testing tools. I'm not silly enough to tell my coworkers that's what I'm doing, though.