This observation seems intuitively obvious in Europe and pearl-clutchingly shocking in America:
What’s perfectly acceptable behaviour when you are a relatively small company becomes outright illegal (and rightly so) when you become dominant in an industry.
On leaving the company, Hixie compares the Google of old to what it has become today:
Google’s culture eroded. Decisions went from being made for the benefit of users, to the benefit of Google, to the benefit of whoever was making the decision. Transparency evaporated. Where previously I would eagerly attend every company-wide meeting to learn what was happening, I found myself now able to predict the answers executives would give word for word. Today, I don’t know anyone at Google who could explain what Google’s vision is. Morale is at an all-time low. If you talk to therapists in the bay area, they will tell you all their Google clients are unhappy with Google.
These comics by a former Googler give a cumulative insight into the decaying culture there.
I’ve come to accept that our current approach to remedy poor performance largely consists of engineering techniques that stem from the ill effects of our business, product management, and engineering practices. We’re good at applying tourniquets, but not so good at sewing up deep wounds.
It’s becoming increasingly clear that web performance isn’t solely an engineering problem, but a problem of people.
This instance of collective action from inside a tech company is important, not just for the specifics of Google, but in acting as an example to workers in other companies.
And of all the demands, this is the one that could have the biggest effect in the US tech world:
An end to Forced Arbitration.