Something doing the rounds lately: Netflix's policy of employee leave self-management, something which is apparently even more astonishing to people in the States, who are used to eking out a couple of weeks a year, as opposed to the more generous allowances customary in other first-world nations. This tends to elicit enthusiastic responses from the casual viewer; they should, perhaps, take a closer look at the detail.
I find this interesting, I guess, in terms of how it works in practise; I have worked for 8 years as a contractor, with self-managed leave, and…
Let me put it this way: I went into working for someone else again this year. I just took my first week of leave last week. It was nice. The last time I had a break was when Ada was born. The time before that was when I broke my arm. It would be, I explained to people, a novel experience to have some time out that wasn't the result of a hospital visit.
I have this sneaking suspicion that the sorts of people Netflix are looking for are like me, and, given an unbounded leave policy would simply not use anything like a decent amount of it—especially with the comment from the second slide in their presentation: "Average performance deserves a generous severance package." The upside of a Netflix-style policy is that people can come up with a more sensible work/life balance (work hard when you need to, fuck off and relax when you don't); the pitfall, it seems to me, is that there are plenty of people who will cheerfully burn themselves out if they don't have express permission to do otherwise.
Handled well —and Netflix's presentation makes it seem as though they've put a lot of thought into their overall culture to make it work well—it could well be a boon. But handled cynically, or badly—picked up as an isolated cargo-cult item by workplaces that aren't embracing the broader elements—it sounds like a great chance for Awful Things to happen; with a poor implementation it's not hard to imagine second-rate managers using this as a great way of abrogating their core responsibility to manage their staff; "Hey, leave isn't my problem. You've got whatever you want, just get your damn job done." Sounds less wonderful if you imagine the kind of poor manager who is happy to see that work pile up so high, thick, and deep that "whatever, whenever" becomes, "never, if you want to have a job to come back to."
That, incidentally, is one of the things I loathe about US-style tipping: it makes managing employees my problem. When I get shitty service, it's my job to punish/correct the employee and deal with the resultant fallout. If I wanted to manage hospitality staff I'd open a fucking restaurant. Pay your damn staff a living wage, fire the useless ones yourself, and leave me the hell out of it.
