The WFH Handcuffs, Software Devs Be Aware!
A job can become a set of golden handcuffs for an employee. In the case of The Secret Developer, we are seeing someone who seems to hate their job but just isn’t leaving it.
They’re suffering from a case of the WFH handcuffs.
The WFH handcuffs
“I’ve spoken to some of my colleagues about the work that they’re doing and it’s like we are all the same.
‘I think nobody else is doing their work properly. But there isn’t really anything I can do since I’ve got to work with them’
It has occurred to me that they can’t all be correct.
Then I got into a real discussion with one of my colleagues. They’ve got golden handcuffs on.”
The WFH handcuffs
“I’ve had a few heart-to-hearts with my colleagues over the years.
However, those with my current colleagues are few and far between. Imagine having a 6 commen to and fro in a PR with someone insisting their new functionality in a class is tested (without updating the test). They didn’t bother testing it instead they insist that it is tested (it isn’t).
Anyway, they (the same colleague at a different time) said to me that they were continuing in this job as they can work from home. That means they can take their child to and from nursery and save $75 a day or so on transport. They said they’d rejected job offers as they couldn’t take the relative pay cut (even if the absolute pay is higher).
That means that after several years of working for the same company (even though they are not stretched in technical skills) they aren’t likely to leave.
This is a bad situation for everyone involved since the engagement of that employee has dropped right off. I would be surprised if they DIDN’T have another job they’re getting paid for on the side. They also don’t speak in any meetings, are very negative about colleagues and they don’t do more than the absolute minimum for their job. It’s bad for all concerned. “
Mitigating this issue
“Those MBAs needed to find some busywork for themselves. They realized people were leaving because they couldn’t quite get as good conditions as elsewhere so stayed.
Their solution for the golden handcuffs situation described above is already laid out by our friends at Big Tech ”
The solutions already in practice:
Amazon’s ‘Pay to Quit’ Program:
Amazon offers a unique program called “Pay to Quit,” where full-time associates who have been with the company for at least a year can opt to quit in exchange for up to $5,000. However, accepting this offer means they cannot rejoin the Amazon workforce in the future. This initiative aims to encourage employees to reflect on their career desires and ensure that they genuinely want to be part of the company.
Zappos’ Offer to New Hires
Zappos, known for its strong focus on company culture and customer service, offers new hires $1,000 to $2,000 to quit. This offer is made early in the employment period, with the idea of testing the new employees’ commitment to the company and its culture. Only a small percentage of people typically take the offer, indicating a strong alignment with the company’s values and culture.
Riot Games’ Approach
Riot Games offers a similar program where new hires can receive 10% of their salary, up to $25,000, to quit their job, even if they have only worked for the company for one day. This program is designed to provide a clear exit path for those who feel they are not a good fit, rather than forcing a mismatch to continue.
“I genuinely wish that people would pay me to leave my current position. I’d like to get out of it as soon as possible but also think I’m partly shackled to it like my colleague. WFH is very attractive isn’t it?”
Conclusion
“I’m trapped in this job. It’s bad for everyone. They should probably sack The Secret Developer but they’ve got their own version of this issue — they don’t fire people as it takes so long to train another developer.
I guess we’re uncomfortable bedfellows for now. Upsetting to all.”