You've got a one year contract job at a name brand company like Google. You obviously had the experience to get that job in the first place.
You know for sure when your job is finishing. And you have a very professional answer to "why are you leaving your current job?"
This makes for a very good job search situation. Anyone with half a whit looking to really build their career, rather than just collect a paycheck, should be able to leverage this quite nicely.
And you complain about this? Just ask for more money to cover your own benefits. That's what contractors do. If they don't pay you enough, then try and find a better job before the year is up. You haven't sold them your soul for a year. You've just made a business agreement, and you have every right to terminate that agreement (with proper notice) as soon as you find a better opportunity.
This doesn't sound so bad to me. It should be a win-win for both parties. If it's not a win for you, then milk it for what it's worth until you can get something better.
My point is that the employer-employee relationship is a business relationship. You are a business, treat yourself with the business respect that a good employer would their own business. You owe it to yourself.
They talk a lot about poisonous people. Which misses the point. It's all about removing poisonous behaviour from the community. Sometimes people make mistakes and do stupid things.
Yet even though they don't understand it well enough to label it properly, they do provide concrete examples on how such poisonous behaviour has negatively impacted their development process, and how they feel they have successfully dealt with that behaviour.
These are problems that every team deals with. Not just open source projects. Even really good people can produce poisonous interactions in a team environment. It happens. The best tactic is to learn how to recognize it, and learn how to shift the team to more constructive behaviour.
So I'll say this. Watch the talk with the full realization that while they don't have the most complete perspective on this issue, neither do you/we. Maybe we can learn something from their mistakes. Even the mistakes that they think are successes. This attitude seems to match the presenters' attitude. They don't make any claim to have all the answers.
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You've got a one year contract job at a name brand company like Google. You obviously had the experience to get that job in the first place.
You know for sure when your job is finishing. And you have a very professional answer to "why are you leaving your current job?"
This makes for a very good job search situation. Anyone with half a whit looking to really build their career, rather than just collect a paycheck, should be able to leverage this quite nicely.
And you complain about this? Just ask for more money to cover your own benefits. That's what contractors do. If they don't pay you enough, then try and find a better job before the year is up. You haven't sold them your soul for a year. You've just made a business agreement, and you have every right to terminate that agreement (with proper notice) as soon as you find a better opportunity.
This doesn't sound so bad to me. It should be a win-win for both parties. If it's not a win for you, then milk it for what it's worth until you can get something better.
My point is that the employer-employee relationship is a business relationship. You are a business, treat yourself with the business respect that a good employer would their own business. You owe it to yourself.
They talk a lot about poisonous people. Which misses the point. It's all about removing poisonous behaviour from the community. Sometimes people make mistakes and do stupid things.
Yet even though they don't understand it well enough to label it properly, they do provide concrete examples on how such poisonous behaviour has negatively impacted their development process, and how they feel they have successfully dealt with that behaviour.
These are problems that every team deals with. Not just open source projects. Even really good people can produce poisonous interactions in a team environment. It happens. The best tactic is to learn how to recognize it, and learn how to shift the team to more constructive behaviour.
So I'll say this. Watch the talk with the full realization that while they don't have the most complete perspective on this issue, neither do you/we. Maybe we can learn something from their mistakes. Even the mistakes that they think are successes. This attitude seems to match the presenters' attitude. They don't make any claim to have all the answers.