Any internal effort to address WLB issue at Facebook?
What is the leadership perspective on the WLB? Any internal complaints or effort to address it? Interested in the product and project area, but already half way burnt out at Uber. Hesitated to do another round of hustling. TC:420 @Facebook
^wow. Condescending much? There are literally articles all over blind about Facebook's rep for bad wlb. You sure they're all from newbies / whiners??
None of our leaders believes in deteriorating WLB, just the same way they are 100% right about no data privacy issue on the platform. Otherwise, Andrew Boz would have been kicked out long before the memo got leaked!
Shut up. You’ve already got paid for those extra working hours.
Zing!
WLB issues at Facebook are inherent to their organizational model. They hire overachievers, tell them they are totally responsible for figuring out what to do, but that they’ll be evaluated every 6mos almost solely on the impact that they make. They know that the lowest performers will be managed out and the high performers will get hundreds of thousands more $. It’s a pressure cooker. People that work very efficiently (and understand the systems already) might be okay. Others will have to put in more time.
Sounds reasonable. In the end, the core culture is formed by how the reward and punishment system is designed.
Agree with you 100%. Copy pasting my own comment from an earlier thread discussing WLB issues at FB: In general, FB tries to maximize output per employee, even by stressing people. I think there are two ways it happens: 1. Implicit pressure for the people who are competitive - the huge difference in bonus payout and refresher makes a lot of people to stretch themselves - if you can change that "Meets All" to "Exceeds", or Exceeds to Greatly Exceeds, each of those jumps makes a 100% increment in the bonus (which is 10, 15 or 20% of your salary). It's a significant difference. So, that forces many people to try to do more than they healthily should. 2. For the few that are content and try to pace themselves, there will be the pressure of seeing their peers. Goal setting is done with your manager, but rating is defined by your evaluation against broad set of peers. It doesn't matter whether you achieved all the goals you had set with your manager. You could still fall short of "Meeting Expectations" because the rest of the management cabal may not believe you had delivered impact commensurate with your level. More importantly, impact is subjective (This is by nature since we are not working in a mass production supply chain). Not all of this is FB's fault. Some of these policies could also be argued as good. So I'm not trying to "blame" FB. Don't come at me with pick forks and torches. Feel free to argue if you disagree that the above are true in FB, or if you disagree that the above factors cause higher pressure.
No efforts lol. Since things work fine, nobody really bothers about it too much. There are polls and management keeps making posts but there is hardly any actionable change in reality. And a lot of people who joined recently both on blind and otherwise are struggling. And I say this having been here a while lol. So in a way Ive "survived". Most people who are denying this are basically in a situation where this hasn't happened to them YET.
Do you feel the WLB gets better with longer tenure?
Has it gotten noticeably worse over the years?
Wlb is a real issue but the leadership hardly takes any actions. My manager only cared about it last half when the WLB score in team was literally 0.
If you are a good engineer, you have good wlb, that’s it.
I feel the following is more true at Facebook: If you have good wlb, it means you are not doing your best, thus, you are not a good engineer.
You don’t have to always do your best. Enough is good enough.
It is Sunday midnight PDT now. My wife, a M1 @ FB, is sitting there since 1pm this afternoon and still working. AND we did not have dinner yet. On the other hand her TC is > 650k. FB is a place where bad WLB actually get adequately rewarded.
Is that the norm for her? It’s perf review time right?
It’s has been like that for the past few weeks because of perf review, but review is done and today is due to something else.
What WLB issue? Occasionally there are ineffective or new people who try to solve their performance by working 2x as much... which is not sustainable... I fail to see WLB issues in general.
Which team are you in? I heard WLB issue at Facebook from different sources, much more than other companies.
Have you looked at the yearly pulse results? WLB favorability is very low.