[germandiago]

This is a difficult topic. We evolved to the 40h/week mentality. This is a big luck for us.

I think things should be more based on goals than on time itself, honestly. What I mean is: if you work 40h but you do not deliver anything, how is that good compared to someone that in 32 delivers more? We have to put ourselves on the side of the employer also, even if some people hate them.

[d4mi3n]

This is a management problem, not an employee problem. Figuring out if I can be outperformed by someone working less hours than me is irrelevant to my relationship to my employer. I'd go further to say that it's irrelevant barring frequency of the event having an impact on the broader job market. For any team, you will have a range of performance. For any individual, you will have different work styles.

This is normal. This is OK.

Asking an employee make this a consideration when negotiating with an employer is a dereliction of duty on behalf of the hiring manager and difficult for the candidate to judge due to information asymmetry. If you're building a team, you should know what kind of talent fits on it and make an offer on those merits. That's what being a hiring manager entails.

[germandiago]

There is always a feedback cycle also I think. You can tell your manager why something could work or not. The manager is the responsible from the direction POV but it is also true that we are responsible to some extent of how we perform. Maybe not from an executive or strategic POV but yes from a deliver-what-you-are-asked for POV.

What I mean, all in all, is: we all should care. That's why it is called an organization.

I agree with job about the job of a manager. I am just telling you that each one has her responsibility. All of us.

[d4mi3n]

I don't disagree with the fact that we should manage our performance (and career growth!), but this is a problem for after one is hired. I'm not even sure how you'd go about putting reasonable or realistic expectations on somebody's performance until you interview them and make them an offer for a specific title or role.

Even then, expectations of what a role does vary from one org to another. I don't think it's realistic to have someone outside of an organization say "I'm a senior/staff engineer" and for that person to have consistent expectations on what that statement means from for a potential employer from one interview to the next.

> I agree with job about the job of a manager. I am just telling you that each one has her responsibility. All of us.

No disagreement there. My intended point is what appropriate expectations are at various points of a potential employees tenure at an organization. A interviewee has no responsibilities: they have no employment contract and no expectations on them other than those a hiring team or manager brings into the room. The responsibilities come after the interviewee agrees to their job responsibilities and signs an employment contract.