Internet Explorer 3.0 had its 25th birthday the other day. In honor of that one of the original devs posted
about his experience on Twitter. He tells the story
of 2 AM foosball games and having all meals at the office. I joined Microsoft a few years later, and while not
every team was working late and having dinner delivered, the number of days that there wasn’t a team
nearby that had dinner brought in, with enough leftovers for folks on other teams without dinner to get some,
was vanishingly small.
Prior to that I was in the game industry, so I was very familiar with the
idea of crunch time and working 20 hour days to get a gold master released on time. Remember, this was before
the advent of online updates, let alone downloadable content. Everything had to be
in the box, and there could be weeks between sending the master off to the duplicator and getting things on
shelves.
Which gets back to that twitter thread, which turned into a bit of a twitter storm. The author remembers it
fondly. Talks about how much he learned and how it started his career. Friendships forged in fire that continue
to this day. Pride in the effort and the result.
Others, who weren’t there, saw it differently. They see exploitation. They see people giving up their
lives and their families for at best, money, or more commonly, a company that didn’t care. That the people
who thought they were having a good time were fooling themselves.
I worked with some of those people on other projects. Some of the smartest folks I’ve worked with. And,
at least when I worked with and for them, balanced. They knew when to stretch, when to work hard, and when to
relax. Did they learn some of that working on IE 3? Almost certainly. Did they work hard then? Absolutely. Too
hard? That depends. They didn’t think so. The families I knew didn’t think so. I think they made a
conscious decision to trade the time and effort for the experience, learnings, and yes, money, that they got for
being there.
Which is absolutely not to say that it is the right way to build software for the long term. In a year the team
grew by 10x and they all needed a break after. That kind of effort isn’t sustainable over the long term.
And no-one should offer or expect it. But just because someone chooses to work that hard and others benefit,
doesn’t make it exploitation. It doesn't invalidate their choice.
Which leaves me very conflicted. At that time I worked that way. On multiple occasions. At the time I
didn’t feel exploited. At the time I felt empowered to do the right thing and internally motivated to
produce the best product I could. I remember the camaraderie we felt. The fun we had. The things I learned. The
closeness and sense or purpose the entire team had. Looking back I don’t feel exploited.
On the other hand, I don’t work that way now. If I see someone doing it now I ask them why. If I’m
involved I ask them to stop. I ask them to think long and hard about the choices they’re making and make
sure they understand the sacrifices involved. I’ll tell them about my experiences. The things I missed out
on. Because it was a sacrifice. I gave up a lot. Looking back, I wonder if I made the right decision. Would I be
happier or more fulfilled now? There’s no way to know. Now I don’t make the same decisions. I have a
different viewpoint and I don’t think it’s the right choice for me, or for others.
But that doesn’t mean they don’t get to make the choice. These things still happen. Back at Uber,
when we were bringing up a datacenter one of the datacenter folks worked for 12+ hours with abdominal pain. He
went to the ER, passed a kidney stone, and then came back and finished what he was doing. I, and multiple
others, told him not to do something like that again. We had told him at the beginning of the day, and multiple
times over the course of the day, to go home. We told him not to come back. But it was his decision.
It was part of the culture. Don’t let the other person down, regardless of the cost. Is it exploitation?
I don’t know. Certainly demanding that kind of response and punishing those who don’t leads leads to
that behavior and exploitation. If the bosses expect that behavior and treat it as the norm then it becomes
exploitation.
But what about when it comes from the bottom up. When everyone is that passionate about what they’re
doing? Is that exploitation? And how do you know the difference between a driven team and a team that
doesn’t feel safe enough to speak up when they’re put in that pressure cooker? How do you keep
passion and drive from becoming a positive feedback loop that turns into burnout? How do you keep from
romanticising this kind of pressure?
What do you think? I’d love to hear about other folk’s experiences.