“Resting and vesting” is when an employee, typically an engineer, has an easy workload (if any job responsibilities at all) and hangs out on the company’s payroll collecting full pay and stock. Stock is often the bigger chunk of total compensation for a senior engineer than salary.
Business Insider talked to about a half a dozen people with direct knowledge of the rest-and-vest culture. Some were “fat cats” themselves. Some were hiring managers who tried to lure these folks back to the world of productivity. Many acknowledged that resting and vesting was a common, hush-hush practice at their own companies. Internally, these people are often referred to as “coasters.”
Damn, did you have to post that pic of what may be a massage chair by Osim??? We have one and it is a total POS. I bought it for wifey a few Christmases ago. Finally, breaks, as would be expected but their customer service is literally the worst. They don’t make parts for it anymore, they don’t stock any old parts and they don’t really have any repair folks who can fix it. Anyone wanting or considering a massage chair, I highly, highly recommend that you don’t. Go with the lady, err, guy who can give you that similar happy ending…
According to all the folks we talked to, Google is known as a place where this type of rester and vester flourishes.
“Most of my friends at Google work four hours a day,” one engineer said. “They are senior engineers and don’t work hard. They know the Google system, know when to kick into gear. They are engineers, so they optimized the performance cycles of their own jobs.”
A Google manager who recently left the company agreed. “There are a lot coasters who reached a certain level and don’t want to work any harder,” she said. “They just do a 9-5 job, won’t work to get promoted, don’t want to get promoted. If their department doesn’t like them, after a year or two they move somewhere else.”
"On a sunny summer morning, a Facebook engineer woke up to go to work but felt ill. She ran to her bathroom and threw up. “I thought I was getting sick,” the engineer recalled.
It wasn’t a virus or food poisoning. She was having a bad reaction to her job."
Then she was told to just not come into work for 6 months. Take the time off fully paid to rest.
Then there’s other stories about how the engineers start to only work 9-5. Imagine the horror of people having free time outside of work.
“You get paid so much after a certain level at Google, that once you get there, there’s no real reason to work that hard. Life is good, you maximize your vacation.I’ll come in when I want to,” the X engineer said, estimating that very senior engineering positions could command up to $600,000 in total compensation at X, including bonus and stock options.
“What incentive do you have to work harder when you are already making $500,000 in salary and there is no more upward trajectory?” this person said.
So now we’re saying any employee that’s not trying for the next promotion is lazy and should be fired? Then you turn around and wonder why there aren’t more women in tech.
[quote=“marcus335, post:9, topic:2855”]
"On a sunny summer morning, a Facebook engineer woke up to go to work but felt ill. She ran to her bathroom and threw up. “I thought I was getting sick,” the engineer recalled.
It wasn’t a virus or food poisoning. She was having a bad reaction to her job."
Then she was told to just not come into work for 6 months. Take the time off fully paid to rest.
[/quote]You guys shouldn’t post this type of news here, may leak to the public. I can’t afford an exodus of Apple badges rushing to work for Facebook and Google.
After reading the article I realize is nothing new. Previous high flying tech companies like IBM, HPQ, CSCO, INTC, etc do that too. They are assigned to strategic planning departments, or given months to years of paid sabbatical leave of absence. Other than the reasons cited by the article, very seniors who make some serious mistakes or their skillsets are obsolete are assigned to strategic departments. So long the companies are making tons of money, it doesn’t matter. When the companies stumble, change the CEO and key top managers, and give them the list to chop.
