[munificent]

> When you realize all of the toys are part of an extremely successful strategy to keep you at the office as long as possible

Ugh, I can't believe how often I see this repeated with zero evidence to support it.

I work at Google. The office is a ghost town by 6:30. The work life balance on every team I'm aware of is great.

Saying the perks are some underhanded strategy to keep people around hugely insults the intelligence of the people working here or at any other office for that matter. Do you honestly think there are people that are like, "God, I'm miserable! I've been here 16 hours and I hate my life but I just... can't... stop... playing foosball!" Damn you, Google, and your nefarious perks!

No, that doesn't happen.

The reality is that skilled software engineers are in very high demand and companies compete very hard for them. Salary is part of it but perks are a huge component. No matter how much cash you make, for eight hours of the day, you are not spending it on fun leisure, you are at work. So companies understand now that they have to make the workplace appealing too to keep talent.

They also find, no surprise, that happy, stimulated people are productive, creative people too.

> Please don't ever get the impression that Googlers are somehow above you, because they're not.

I totally agree.

[drewg123]

I agree as well.

I was at Google for a little over 2 years, and it was like a vacation after the small company I was at previously. I went from feeling like the future of the company depended on how fast I could fix a customer's bug or add a new feature to being a cog in a machine. Eg, 80hrs/week to about 45, and the ability to not obsess about my work email while on vacation (thereby actually making it a vacation).

I was contributor to the "ghost town" effect. I would come in around 6am and leave around 3pm to be able to pick my son up from school and spend more time with him.

[linkregister]

I agree. I know a couple of outliers at Google who work long hours, but even the business folks aren't working much more than 45-50 hours per week. None of the engineers I know work more than 40 hours per week.

I've heard that some engineering teams at Amazon and Apple work long hours, but never heard it about Airbnb, Facebook, Google, LinkedIn, Microsoft (last 5 years), or Uber.

[home_boi]

>Uber

Some teams do

[i336_]

Yikes.

[i336_]

Maybe I'm little dense, I'm unsure why this is at -2 right now. Useless/unhelpful remark (sorry) or did I misinterpret the thread?

[foobarian]

I got a job at a perk-loaded web shop along that same vein, and the thing about "toys" and various other benefits is that they help my time at the office be more efficient. In particular the cynical view that they keep you at the office longer has some truth to it, but the mechanism at play is relatively honest. For example take free food; I love not having to go outside to get lunch. I'm often in the middle of a good flow and it's so nice to be able to bring some food to my desk in 5 minutes instead of having to spend an hour finding a seat, waiting for the check etc. This means I can get more done while at the office, and still go home early to be with the kid.

Similar for the other things like the pub or foosball; I can have a quick evening of hanging out with friends right there on the premises instead of driving an hour to meet up somewhere. So again the time saved ends up helping the company, and benefits me as well because who likes to sit in traffic.

I'm not saying it's better to do those things 100% of the time, but some healthy fraction. Of course it's a nice break to walk down the street for lunch on a nice day, etc.

[wbsun]

> No, that doesn't happen.

hmm, not really, there was one time, my nap took so long that I had to pay almost $100 late fee to my daughter's preschool...

[lostboys67]

And also in the USA the IRS is very lenient when it comes to taxing benefits in kind.

Back when I worked for British telecom in new buildings they wanted to offer free tea and coffee - HMRC said no you have to pay tax and that was the end of that.

Of course then one senior manger worked out that there was tax allowance that allowed a tax free profit related bonus and the company gave every one a $300 tax free bonus as a F&^k you to the tax man

[jacques_chester]

In Australia, the Fringe Benefits Tax is similarly capable of sucking the frills and perks out of any situation.

I've worked in offices where we paid for coffee by an honour system.

A local council, which makes some revenue through parking metres, was required to put parking metres on its own carpark and charge its own employees, because it was Council land and this would make it a fringe benefit. There wasn't much sympathy, but still.

[namelezz]

> skilled software engineers are in very high demand and companies compete very hard for them

I keep hearing this but when I ask how to identify skilled engineers things get confused. ;)

[humanrebar]

It's mostly about keeping the ones you already have.

[chimmy88]

To sound as snarky as you do, if you can't identify skilled engineers, you aren't one.

[vonmoltke]

> The reality is that skilled software engineers are in very high demand and companies compete very hard for them.

Nobody has ever competed hard for me. "Skilled software engineers" is a very broad category, and only a subset are actually competed for. Choose the wrong specialization, live in the wrong area, or work for the wrong companies and you'll be lucky to even get acknowledgement of your applications.

[edblarney]

"Saying the perks are some underhanded strategy to keep people around hugely insults the intelligence of the people working here or at any other office for that matter."

I believe that the original motivation for offering free lunch was a calculation WRT how much time people 'wasted' driving to and fro a restaurant, and how much Google could/save profit by having the perks.

I do not believe Google is entirely nefarious with this culture and perks etc. - but please do not be so naive - it's a corporation, just like any other. Nearly everything they do - even internal practice - is oriented towards profit.