That is not worth highlighting. This sort of behaviour by companies continues the dehumanisation of the workforce and should be unconditionally condemned.
Anyone who thinks this is reasonable can only be stuck in an SV bubble like people who push the gig economy knowing they’ll only ever benefit from it, not be subject to it.
What standards should they apply to determining whether her employment should be continued? I'm guessing that it's harder to release employees in Australia than in the US, since by most standards here, she would have lost her job well before the keyboard tracking was applied. (based on the accusations of her work performance)
Her output isn't merely to press keys, she's supposed to be producing something with those keypresses, being able to show a lack of delivery on that work despite repeated chances given should be sufficient. No need to get so invasive.
Traditionally you would go into perfomance review, where you would be checked up on regularly to see how your work is going and what roadblocks you are encountering.
No logging necessary, just some face to face time (which you could also do over zoom, btw).
If the employees performance stays bad despite roadblocks being handled, then it isn't really important whether or not it's bad because they aren't typing enough.
Of course this requires management to actually do their job, and unlike the other employees their metrics don't seem to include them actually doing any work.
In Australia, you need to make sure you have all your documentation lined up and iron-clad before you let someone go. Most companies I know of avoid firing, preferring to "encourage individuals to explore other opportunities" as this bypasses all of the complexities of unfair dismissal [1].
Sure, and I support that, but the usual documentation of performance reviews, OKRs, etc aren't enough? (I don't know how any of this works, having not worked a real job.) Surprised management is so eager to automate their own jobs.
Comments
That is not worth highlighting. This sort of behaviour by companies continues the dehumanisation of the workforce and should be unconditionally condemned.
Anyone who thinks this is reasonable can only be stuck in an SV bubble like people who push the gig economy knowing they’ll only ever benefit from it, not be subject to it.
What standards should they apply to determining whether her employment should be continued? I'm guessing that it's harder to release employees in Australia than in the US, since by most standards here, she would have lost her job well before the keyboard tracking was applied. (based on the accusations of her work performance)
Her output isn't merely to press keys, she's supposed to be producing something with those keypresses, being able to show a lack of delivery on that work despite repeated chances given should be sufficient. No need to get so invasive.
Traditionally you would go into perfomance review, where you would be checked up on regularly to see how your work is going and what roadblocks you are encountering.
No logging necessary, just some face to face time (which you could also do over zoom, btw).
If the employees performance stays bad despite roadblocks being handled, then it isn't really important whether or not it's bad because they aren't typing enough.
Of course this requires management to actually do their job, and unlike the other employees their metrics don't seem to include them actually doing any work.
True. Maybe the why is obvious to an Australian audience, but I’m not seeing why missing meetings and performance goals wasn’t enough to fire her.
Regardless, measuring keystrokes sounds as dumb as lines of code.
In Australia, you need to make sure you have all your documentation lined up and iron-clad before you let someone go. Most companies I know of avoid firing, preferring to "encourage individuals to explore other opportunities" as this bypasses all of the complexities of unfair dismissal [1].
[1] https://www.fwc.gov.au/job-loss-or-dismissal/unfair-dismissa...
Sure, and I support that, but the usual documentation of performance reviews, OKRs, etc aren't enough? (I don't know how any of this works, having not worked a real job.) Surprised management is so eager to automate their own jobs.
Are you telling me that you could find a way to accomplish your job with just 54 keystrokes per hour?
This comment alone would take you the entire morning.
I'm telling you I can find a way to _not_ accomplish my job with as many keystrokes as you require. Goodhart's Law, etc.