GitLab Survey Finds Positive Results For Both DevOps and Working Remotely (gitlab.com) 34
GitLab's CEO and co-founder says there was one big takeaway from their recent "2019 Global Developer Report: DevSecOps": that early adopters of a strong Devops model experience greater security. "Security teams in a longstanding DevOps environment reported they are three times more likely to discover bugs before code is merged," according to the GitLab blog, "and 90% more likely to test between 91% and 100% of code than teams who encounter early-stage DevOps."
But after polling over 4,000 software professionals, the survey also found positive results from another workplace arrangement, which they report under the headline "Remote work works." According to our survey respondents, working remotely leads to greater collaboration, better documentation, and transparency.
In fact, developers in a mostly remote environment are 23% more likely to have good insight into what colleagues are working on and rate the maturity of their organization's security practices 29% higher than those who work in a traditional office environment.
But after polling over 4,000 software professionals, the survey also found positive results from another workplace arrangement, which they report under the headline "Remote work works." According to our survey respondents, working remotely leads to greater collaboration, better documentation, and transparency.
In fact, developers in a mostly remote environment are 23% more likely to have good insight into what colleagues are working on and rate the maturity of their organization's security practices 29% higher than those who work in a traditional office environment.
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A thousand companies. Multinationals (Score:5, Interesting)
Gitlab ran the survey - of thousands of professionals working for a thousand different companies.
You can find the report here:
https://about.gitlab.com/devel... [gitlab.com]
Raw data is also available on the site.
> To make work from home work, you have to have something that makes you take responsibility for doing a good job
I'd say " To make work, work you have to have something that makes you take responsibility for doing a good job. Showing up doesn't magically produce quality work.
> So realistically, unless you have a small organization
My experience has been the exact opposite. The companies I owned were small companies. There was value in having us all in a room together a coupe times per week. I've also worked for the world's largest company in its industry, where I worked with co-workers in company offices on three or four different continents. In my experience, if one person in the meeting is in Africa, another in Europe, and I in the US, it doesn't much matter if we're each sitting in a corporate office or a home office in our respective countries. Even when I was on the 17th floor working with people on the 19th floor, I wasn't seeing them face-to-face anyway, so I didn't know or care if they were two floors above me or 15 miles away at home. My experience has been that once a company is large enough to have several offices in different locations, some of those locations may as well be employee's home offices.
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One of my childhood friends has been working remote now for 3 companies in a row. He makes wire frame mockups for user experience story boards. Basically the A leads to B leads to C of say a checkout screen with exceptions for every possible permutation of what can happen. He will regularly spit out 50 screens for just one part of a product. He's basically at the top 1% of designers in the industry. He makes above 130k and is one of the hardest working people I know. Always available in Slack. Regularly ava
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People can goof off just as effectively at work.
You don't have to trust people at home either, you can easily see if they are getting their work done on time and setting reasonable deadlines for themselves.
The real issue here is trust, or rather lack of it. If you don't trust your employees enough to self-motivate and get work done, you have bigger problems. Micromanagement and watching employees closely is a sign of failure.
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People can goof off just as effectively at work.
From what I have seen and heard from friends, probably even more easily. The thing is, if you work from home, only your results and your communication matters. Whether you created what can reasonably be seen as one day's work in an hour or in 8 does not really matter, unless you are one of those deranged managers that think people should not be paid for work results, but for time spent. How is that even remotely capitalist? Working from home gives a much clear picture of actual results produced by a worker.
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If you don't trust your employees enough to self-motivate and get work done, you have bigger problems
This is a problem that scrum solves. That is why scrum is so annoying, because it is a carrot and a stick to keep you on task.
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Exactly, for every remote employee that takes his phone fishing so he can pretend to be working, there's a Wally in the office reading Buzzfeed, drinking coffee and scoring leftover donuts from meetings all day.
At least the guy fishing isn't wasting expensive real estate and guzzling your coffee.
If the manager is any good, he'll spot both types of deadwood easily enough. If not, that's your real problem.
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This is also a reason why there has always been and still is a level of fear about hiring women who really, really want flexible schedules and have known "outside obligations" that center around caring for people. Do you trust that they're going to do more than bare minimum? You can rail all you want and shriek "ermagerd!!! shexizm!!" all you want, but "caring for a relative" is one of the most common fraudulent use of work hours associated with remote work.
So us men, on a WFH day while the wife is either at work or out getting stuff done, and the kids are out of school, are doing what exactly?
Even with no kids, and a stay at home wife, you don't think we're "caring for" our wives on WFH days?
Spend three seconds THINKING about it and you'll see that the notion women are less trustworthy to WFH than men because "outside obligations", as if we aren't all using those days to take cars in to the shop and do other shit around the house, is Sexist, and Bigoted.
You a
Re: REMOTE WORK DOES NOT WORK!!! (Score:1)
Having worked at companies that outsource to India, you get what you pay for.
Rich chocolate ovaltine (Score:1)
A Nestle survey finds worker productivity is increased by having three cups a day of rich chocolate ovaltine.
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Re:Beware. (Score:4, Interesting)
> The cost differential at my company is $0.45/dollar. Meaning, ALL things considered,
Is that merely the salary differential, or does it include the additional factors for remote work? This includes more supervisor time to communicate with personal on different schedules, preparing _much_ more detailed test suites, and typically much more detailed requirements? Those tend to add up to many more billable hours. I've worked with quite competent remote developers but who needed a _lot_ of training to perform simple recovery steps when systems failed.
There's also been a great deal of resume fraud for Indian teleconsulters. One article about the problem is available at https://www.authbridge.com/new... [authbridge.com] From some painful experience, I'd say the fraud rate is _much_ higher than one in five.
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Shipping this work overseas is cheaper
I never said otherwise. With that attitude I think I understand why people treat you like a victim.
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> What do you think "ALL things considered" means?!
Much like a company being "profitable", or like a service being "5 nines", I'm afraid it means different things to different people. Having alert support staff whose daylight shift is 8 or 12 hours earlier can be very valuable for a 24x7 service. But if those staff can't resolve typical system difficulties, or negotiate AWS service outages that have occurred in the last 2 years, they still need to wake up the senior DevOps staff at 3:00 AM. And the incre
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And let's face it, most development projects are NOT as mission critical as say a flight system on an airliner.
Apparently even then, "mission critical" seems to have some highly subjective connotations lately...
I'm sorry. You were saying how there's no consequences to hiring shit to make shit? Go on, please.
Laughable (Score:2, Interesting)
I'm retired from software development now, but I find all the talk about abuse of WFH privileges to be laughable.
The last 4 companies I worked for all allowed some degree of WFH, but the abuse was all from the employer side. Call with Singapore at 9:30pm? Yep. Oh also call with Europe at 7:30am. Nobody says no, because... well, not only are we offshoring, we're also itching to H1B your position out of existence. Cue the arrogant turds chiming in that it hasn't happened to them, because they're special. Well
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Eh I worked for a big telecom for a while. Started at first making a bot in NodeJS for executives to use in Slack. Was fine. Had some work from home days and some flex time. Then my dumbass manager thought hey here's all this extra responsibility, no more work from home, no more flex, oh and you have to be in at actually 9 AM to have a meeting with offshore (Indians). They were all totally useless. There were 3 of them and it took them a week to do what it took me a few hours to do except now that same few