<story><title>Burnout from an Organizational Perspective</title><url>https://ssir.org/articles/entry/burnout_from_an_organizational_perspective</url></story><parent_chain><item><author>bradleyjg</author><text>Companies that use the: recruit a lot of people, burn out most, rinse and repeat strategy are fairly easy to identify.&lt;p&gt;As an employee you should have your eyes open about this but it’s not necessarily the case that they should be avoided at all costs. Properly used, time at one of these companies can change the trajectory of your career. Depending on where you are in life that can be worth it.&lt;p&gt;Having a time boxed plan makes it more likely you can survive the experience with your health and sanity intact.</text></item><item><author>w0mbat</author><text>The article actually doesn’t tell the true horror of the situation which is this:
Companies burn out employees and then deal with the consequences by firing them or bullying them into quitting. Employees lie about how their last job ended and limp into the next one, using the unemployment gap to recover as best they can.</text></item></parent_chain><comment><author>georgeecollins</author><text>There is a lot of reporting about companies in two areas I am familiar with: video games and entertainment.  Both industries are aware that there are a lot of young people really desperate to break into them.  Not all companies take advantage of that, but many do.&lt;p&gt;Some game companies that have only really young workers below senior management and explain this by saying older people don&amp;#x27;t get what they are doing.  They say it quietly, and indirectly because it opens them up to discrimination lawsuits.  But what it really means is experienced people aren&amp;#x27;t putting up with something about the company.. the hours, the management, something.  And unfortunately this does not really seem to be an impediment to their success.</text></comment>
<story><title>Burnout from an Organizational Perspective</title><url>https://ssir.org/articles/entry/burnout_from_an_organizational_perspective</url></story><parent_chain><item><author>bradleyjg</author><text>Companies that use the: recruit a lot of people, burn out most, rinse and repeat strategy are fairly easy to identify.&lt;p&gt;As an employee you should have your eyes open about this but it’s not necessarily the case that they should be avoided at all costs. Properly used, time at one of these companies can change the trajectory of your career. Depending on where you are in life that can be worth it.&lt;p&gt;Having a time boxed plan makes it more likely you can survive the experience with your health and sanity intact.</text></item><item><author>w0mbat</author><text>The article actually doesn’t tell the true horror of the situation which is this:
Companies burn out employees and then deal with the consequences by firing them or bullying them into quitting. Employees lie about how their last job ended and limp into the next one, using the unemployment gap to recover as best they can.</text></item></parent_chain><comment><author>eyelidlessness</author><text>This is tricky. I don’t necessarily disagree, but evaluating these things can be more difficult for some people.&lt;p&gt;For me, it’s very easy for me to get attached because I care about some combination of the problem and the team. I’ve had some major wins improving things in those cases, but I’ve also had some major losses. And it’s very difficult for me to recognize burnout symptoms until they’re severe enough to require extensive recovery time.&lt;p&gt;Sure, the idea of timeboxing could be useful, but I could also just let that slide given my motivation to improve things. In the end, it’s not worth it to me anymore to put myself in that situation.</text></comment>