Silicon Valley "996" work system, 58 city to shame-Silicon Valley, 58 city, overtime-IT information
A lot of people may not know, Silicon Valley technology companies are also using "996" work. However, this "996" interpretation and the recent 58 city exposed "at 9 in the morning to work out at 9 o'clock in the evening, working 6 days a week," are very different-the Silicon Valley usually does not require long hours of overtime, " working 9 hours a day, at 9 in the morning to work out at 6 o'clock in the afternoon " is just right. Apart from having outside the Amazon was criticized by the New York Times, most Silicon Valley companies in employee satisfaction, supported by the money earned, bonus rounds, and pull the base salary for the rest of the world "heinous" level ... ...
Looking back at us, although claims to have access to the Internet era +, but they continue to hold on to the last century manages manufacturing industries--passed down by squeezing labor costs to improve profit per unit of time – to manage the current so-called modern technology company. It's no wonder our creativity is always accused of being, our talents always think of immigration at the first opportunity.
Look in the mirror, 6 consecutive years Google retains top spot in the Forbes best employer rankings, is not just "high wages to" so simple. Money can not buy employees happy, can't buy an endless stream of innovations , not to mention Google signed a salary is not the highest in Silicon Valley (anecdotal data show that Facebook and Twitter have slightly higher). Moreover, the average work time Google does not like a lot of people think that "perfect 8-hour working day." According to Quora (United States know of) answer, engineers generally work for an average of 9-10 hours a day, if seniority, management responsibilities, and also may "overtime" to 11+ hours.
Even so, Google became a staff favorite employers. What are the reasons? Because that 9-10 hours of work time also includes the freedom of 20% working time (doing what you love doing creative), lunch break, or even gym time . In Google's words, relaxed and stress-free work environment of employees can be the most efficient , 20% free time to have a better chance of creating such as Gmail, Google Now even products like AdSense (Google heavyweight, these can be a cash cow).
In contrast, we will move, namely: forced employees do much of the work in the shortest time possible . As a result, efficiency per unit time is up, but with anger and anxiety, talk about how to create, what loyalty?
Of course, exceptions are always there is, one China's Huawei, one is the United States of the Amazon.
Huawei has experienced a few years ago the former consecutive "karoshi" incident, which for two years have been greatly improved. Small make up not sure if its staff today have also complained about working overtime under high pressure, at least from the perspective of public opinion, employee income is satisfied, or I wouldn't have the Huawei leader several times in public that "joining Huawei, amount coming to mercy" pronouncements. Can't say "Huawei model" is a tragedy, but if we can buy employee "willingly", also 58 city rumors ' "996" more reasonable.
Which Amazon late last month announced a new policy: the work is reduced to 30 hours a week, 25% reduced their wages, welfare--lots of unknown truth of domestic Internet users see the message again exclaimed: "us really well! ”
But in fact, Amazon United States technology industry known for stress, long hours, "comparable to China's Huawei" company. Not only the New York Times for two consecutive long article naming, so are many insiders on Quora answers--the New York Times said 80-100 hours per week working hours is a bit exaggerated, but it does happen. Based on different working groups, which occur at different frequencies. It can be said that Amazon implements a version of Chinese-style "996".
So, even though the company had agreed to work is reduced to 30 hours a week, but because accountability, or the annual salary system (generally taken this year in Silicon Valley), is rarely calculated overtime pay overtime. So culture does not change as long as the internal assessment of the Amazon (Amazon is checking out the relatively high rate of Silicon Valley companies), the reduction in working hours does not make much sense on the surface (the new policy is said to be a PR campaign), who is unlikely to pay by 25% pressure of doing the same thing .
But then again came back, if so so tired, why did the employees remained in the Amazon? How did Amazon become what one of the greatest companies in Silicon Valley? Is Amazon's direction is clear and maintain the technological lead, though the staff stressed, but the sense of achievement is strong; while working long hours, but the lessons learned are. Of course, the starting salary is a major culprit.
If these advantages over a 58 city who do not know how much is left over will be recognized? If none of these spiritual beliefs, and employees are required to respect "996", wouldn't it be digging its own grave?
Finally, small series and then write a Silicon Valley startup Dropbox because VC market suddenly turns cold, weaning and were forced to sharply cut back on spending, or even lay a story. Is not a small series of identity practices, but would like to use this story to explain Silicon Valley culture in "groom" staff overtime (no overtime) operation, how good--or at least the employee can't say nothing to complain of.
Respond to the culture of Silicon Valley, Silicon Valley start-up technology companies got the VC, as long as a certain scale, will offer free dining room, entertainment room, bar and other benefits. Dropbox is one of them.
But because Dropbox has failed to sell itself, Google and Microsoft have also developed their respective cloud storage services, in occasion of the VC market has turned cold, continued development of the company also had money problems.
In order to reduce expenditure, Dropbox has taken the following measures: the bar every day from open to open on Fridays, free lunch, dinner only monthly invitation to 5 guests (formerly unrestricted), delayed dinner until 7 o'clock start ... ... For a while.
Small series of special want to say dinner until 7 o'clock in the evening. Because it does not direct any cost savings for the company, but employees may want to eat free meals in the company of "voluntary" overtime 1 hour.
Employee is entitled to not eat the dinner has the right to choose not to work overtime for free, but the actual effects, this freedom of choice is really a disguised form free to work overtime for the company. Key is not complaining.
Small series of this really our Internet companies are advised to bring a nod, a change of the overwork culture ancestors left.
硅谷的“996”工作制，让58同城汗颜 - 硅谷,58同城,加班 - IT资讯
很多人可能不知道，硅谷科技公司其实大多也采用“996”工作制。只不过，此“996”在解释上与近日58同城曝出的“早上9点上班，晚上9点下班，一周工作6天”有很大的不同——硅谷通常不会要求长时间的加班，“一天工作9个小时，早上9点上班，下午6点下班”则属于刚刚好。除了曾经被《纽约时报》点名批评的亚马逊外，大多数的硅谷公司都能在高满意度的员工支持下把钱赚了、把奖金发了、把基本工资拉到令全球其他国家“发指”的水平……
回头看看我们，虽然号称已进入到互联网+的时代，却继续坚持着上世纪就流传下来的管理制造加工业的方式——压榨每单位时间内的人力成本来提高利润——在经营着当前所谓的现代化科技公司。这也难怪乎我们的创新力总是被诟病，我们的优秀人才一有机会就总先想着移民。
对着镜子看，谷歌能够连续6年蝉联《福布斯最佳雇主排行榜》榜首，绝非只是“工资给的高”那么简单。钱买不到员工的开心，也买不来层出不穷的创新，更何况谷歌的签约年薪还并非硅谷里最高的一个（坊间数据显示Facebook和Twitter都略高一点）。而且，谷歌的平均工作时间也不像很多人以为的“完美8小时工作制”。根据Quora（美国的知乎）的回答，一般工程师的平均工时为每天9-10个小时，如果资历深、管理责任大，还可能会“加班”到11+个小时。
可即使是这样，谷歌还是成为了员工最喜欢的雇主。原因何在？原因在于那9-10小时的工作时间还包括了20%的自由工作时间（做自己喜欢做的创意）、午餐休息时间，甚至健身房活动时间等。用谷歌的话来说，员工轻松无压力的工作环境才能最有效率，20%的自由工作时间才更有机会创造出如Gmail、Google Now甚至是AdSense这样的产品（这些可都是谷歌目前重量级摇钱树服务）。
而相比之下，我们就只会一招，即：强迫员工在尽可能短的时间里完成大量的日常工作。如此一来，单位时间的效率也是上去了，但员工带着怨气和焦虑，谈何创造、谈何忠诚？
当然，例外也总还是有的，一个是中国的华为，一个是美国的亚马逊。
前者华为在经历了几年前连续出现“过劳死”事件后，这两年算是有了较大改善。小编不确定华为员工今天是否也还会抱怨高强压力下的加班加点，但至少从舆论看，员工对于收入部分是基本满意的，否则也不会有华为领导好几次公开表示“加入华为，未来数钱数到手软”的豪言。不能说“华为模式”算是一种悲哀吧，但倘若能够用钱买到员工的“心甘情愿”，也算是比58同城传闻的“996”更合情合理了。
后者亚马逊在上个月末宣布了一项新政策：工时缩减为每周30小时，工资相应减少25%，但福利不变——很多不明真理的国内网友在看到该消息后再一次感叹：“美帝真好！”
但其实，亚马逊是美国科技行业内出了名的压力大、工时长，“堪比中国华为”的一家公司。不仅《纽约时报》连续两篇长文点名批评，Quora上多位内部人士也如是回答——《纽约时报》宣称的每周80-100小时的工作时间虽然有些夸张，但确实发生过。基于不同的工作小组，这种情况发生的频率也不尽相同。可以说，亚马逊奉行的是加强版的中国式“996”。
所以，即使该公司把约定工时缩减为每周30小时，但因为还是责任制，或者称年薪制（硅谷一般都采取这种年薪制），超时工作一般是不计算加班费的。因此亚马逊只要内部考核文化不改（亚马逊是考核淘汰率相对较高的硅谷公司），表面缩减工时并没有太大意义（这次的新政策就被认为是一次公关宣传），不太可能有谁愿意减薪25%干同样压力的事情。
不过话又说回来了，既然那么苦那么累，员工为何还留在亚马逊呢？亚马逊又是怎么成为硅谷最伟大公司之一的呢？正因为亚马逊的领导方向清晰并始终保持技术的领先，员工虽然压力巨大，但成就感也强；虽然工时长，但学到的经验也多。当然，起薪高也是一大主因。
可如果将这些优点套在58同城身上，不知还能剩下多少会被认同？倘若连这些精神层面的基本信仰都没有了，还去要求员工尊重“996”，那岂不是自掘坟墓？
最后，小编再写一个硅谷初创公司Dropbox因为风投市场突然转冷，而断奶并被迫大幅缩减开支，甚至裁员的故事。并不是小编认同其做法，而是想借助这个故事说明一下硅谷文化在“诱导”员工多加班（没有加班费的）的操作上，有多么的文雅——至少员工说不出什么可抱怨的地方。
响应硅谷文化，硅谷初创科技公司只要拿到风投，只要形成一定规模，一定会给员工提供免费餐厅、娱乐健身室，甚至酒吧等福利。Dropbox就是其中一个。
但因为Dropbox迟迟没能把自己卖出去，谷歌和微软先后又把各自的云存储服务发展起来，在风投市场逐渐转冷之际，公司也遇到了能否持续发展的资金问题。
为了节流，Dropbox采取了如下措施：酒吧从每天开放改为每周五开放一次，免费午餐、晚餐只准员工每月邀请5位客人（以前是无限制的），推迟晚餐时间至晚上7点开始……等等。
小编特别想说的是将晚餐时间推迟到晚上7点。因为这并不能直接为公司节省任何成本支出，但却可能让想留在公司吃免费餐的员工“自愿”多加班1小时。
员工当然有权不吃那顿晚餐，有权选择不免费加班，但实际的效果看，这种自由的选择也确实变相为公司带来了很多免费的加班。关键是还没有抱怨。
小编在此真心建议我们的互联网上市企业们多带点头，改变一下老祖宗留下来的加班文化。