Maybe the real story here is that Facebook is barely functional at most things but managed to get their crap enough together to focus on being a #1 social network. Like if you went out all night, got drunk, woke up with a severe hangover and still managed to get to work and skate through the day? That's X company doing anything other than that one thing they exist to do.
The manager responsible for this moderation then can only hold it enough together to focus on X metrics, and happiness isn't one of them. Add one more metric and this person would probably fall apart and get thrown onto the pavement.
Engineers don't get treated like this because there's actual competition in hiring the best talent.
The workers need to organize to present their own metrics. Or figure out a way to make employee happiness a metric to focus on. Or somehow find the super person who can figure this all out (but then this person would get elevated to a more important part of the business.) Maybe it would be best to outsource this part of the business and then have the contractors compete on creating and delivering on these metrics. Or maybe create competing teams internally which can do the same, but rewarded with better pay?
Agreed on the barely functional. What I've noticed is that the more time and schedule obsessed a development manager is, the more likely they are incompetent. Time is the easiest thing to manage. A single variable. No complexity.
Facebook, which outsources the majority of its content moderation to over 15,000 third-party contractors.
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My opinion is most tech companies do not want to treat their own employees like this. But they don't really want moderators to get equal treatment as their own employees so they outsource it.
The manager responsible for this moderation then can only hold it enough together to focus on X metrics, and happiness isn't one of them. Add one more metric and this person would probably fall apart and get thrown onto the pavement.
Engineers don't get treated like this because there's actual competition in hiring the best talent.
The workers need to organize to present their own metrics. Or figure out a way to make employee happiness a metric to focus on. Or somehow find the super person who can figure this all out (but then this person would get elevated to a more important part of the business.) Maybe it would be best to outsource this part of the business and then have the contractors compete on creating and delivering on these metrics. Or maybe create competing teams internally which can do the same, but rewarded with better pay?