海外IT老兵談996：人才不是加班加出來的，期待有企業能站出來破局

{"type":"doc","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"italic"},{"type":"strong"}],"text":"本文由作者授權InfoQ獨家發表，轉載請聯繫作者。本文僅代表作者個人觀點。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"作爲一個美國IT的業內人士，我一直關注國內IT的發展。35和996這兩個數字在微信裏，不論是朋友圈還是公衆號裏，都是屢見不鮮了。最近的這篇文章"},{"type":"link","attrs":{"href":"https:\/\/wemp.app\/posts\/d5769c46-e4e6-44d4-ac57-8d94536876b4","title":null,"type":null},"content":[{"type":"text","text":"《40歲程序員被90後訓斥不996，這世界怎麼了？》"}],"marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}]},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"成功的把這兩個數字放進了同一個標題。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"“他很委屈，我的產出並不低，不比任何一個堅持996的90後更低。這一點90後的領導倒是也承認。他的產出不是問題，但是領導認爲，他這樣的工作態度不好，希望他改進。他說，我做好我的本職還不夠麼？做得快，做得更好難道是錯誤麼？非要我每天996不就成磨洋工了。但是領導還是堅持，甚至說即使你的能力再強，如果你的態度達不到公司的要求，可能就要談是不是要他辭職的問題了。”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"──摘自tinyfool的《40歲》"}]}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"這篇文章凸顯了大齡軟工的尷尬局面，加上最近流行的“內卷”話題，我也想談談我的一些想法。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"加班文化和996是造成程序員這個職業內卷的一個重要原因，在沒有制度的約束下，其實這就是一個非合作博弈。程序員上班是沒有時間和空間界限的，一天八小時不可能成爲博弈的均衡點。一旦一個團隊或是公司開始有人加班，並因此拿到薪資或是晉升上的回報後，其他人肯定會效仿跟上，不願意加班的被淘汰，最後達到的均衡點就是996。因爲這個基本上是程序員還能維持身體健康和家庭和睦的底線了：再增加工作量，個人生活上的損失就會超出事業上的獲利；減少工作量，就會在職場上喫虧。如此，沒有人能單方面的改變策略來獲得更大的綜合利益，這就是這場博弈的均衡點。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"996下的產出確實能夠爲公司帶來更多的經濟效益，可是最後返回到個人的額外回報和大家的多餘付出能否匹配？假設後者遠大於前者的情況下，那麼這個非合作博弈最後均衡點的最大受益人是公司和他們的高層，而不是大家的福報。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"996造成的另一個局面就是35。35歲已經成爲"},{"type":"link","attrs":{"href":"https:\/\/www.infoq.cn\/article\/fhzjrzzmzvcee17rcrm0","title":null,"type":null},"content":[{"type":"text","text":"程序員公認的職場分水嶺"}],"marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}]},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"，年紀大了，有家有小，確實在體力上拼不過年輕人，在這種加班文化下被淘汰也是很自然的結果。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"如何避免996和35這個內卷的均衡點呢？只能靠企業文化。企業文化，成也蕭何敗也蕭何。"}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"螺絲釘與10倍程序員"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"爲什麼996有它的一席之地呢？我覺得要從程序員的價值討論起。程序員到底是創造性人才還是技術工人？《40歲》一文中把普通程序員說成是“炮灰”，我覺得這個是誇張了，作者的意思可能就是做個“螺絲釘”而已。它對“有的公司寧可犧牲一個優秀的10倍程序員，也不想讓他把100個普通程序員給‘帶壞了’”的說法，在某種價值體系下是成立的。如果一個公司只是把“普通程序員”當作工人或是螺絲釘，那麼他們看中的是執行力和埋頭苦幹的精神──不一定要有多少創新，因爲方向上面都定好了。對他們來說，螺絲釘更好使，更能產生生產力。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"爲什麼996這個非合作博弈在另一些IT公司不成立呢？在《How Google Works》一書中，谷歌的高管給出了他們的招人準則，就是所謂的“smart creative”：他們不是傳統的knowledge workers（知識工人），而是非常有創造力，敢於嘗試，不怕失敗，“不聽話”的工程師。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"這樣的人在Facebook叫做hacker。這樣的人在網飛叫做creative worker。你說，他們可以用996來約束嗎？如果項目充滿了挑戰，你拿槍桿子頂着他們也無法阻止他們夜以繼日的工作；反過來，如果他們覺得分配的項目無聊，三駕馬車也拉他們不來，他們或者發掘自己的項目，或者就和你byebye了。所以這樣的公司是不會推崇加班文化的，也絕對不會有上司質問下屬爲什麼到點就下班了，因爲這麼做是以最快的速度把你的smart creative推向你的競爭對手的懷抱。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"所以解決這個問題的第一步是對程序員的定位和價值評估。不同的價值觀導致不同的公司文化。如果公司任其自然的話，或者是從根本上認爲這個是職工的“福分”，鼓勵加班文化（就不說要求加班了），那麼這種內卷式的惡性競爭就會發生。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"要打破這個非合作博弈的均衡，必須有公司的引導和介入。"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}},{"type":"strong"}],"text":"在美國的很多IT公司，管理層費盡心機來阻止996的發生。"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"Facebook的每個manager──上到VP，下到一線經理──半年一次的民意調查都會有叫做work-life balance的一項指標。爲了減少職工的工作壓力，公司在辦公通訊應用里加上了silent模式的消息，以及延時消息，這樣不會在工作時間之外打攪大家的正常生活。我相信被微信管理，隨時需要回復老闆消息的程序員來說，這纔是一個不錯的福分吧。作爲一個技術總監，我的工作繁忙，但是可以自由掌握工作時間。有時我會選擇在晚上安靜的時候工作，在這種情況下我給團隊的after-hours communication都儘量採用延遲發佈的功能。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"影響博弈最重要的要素就是局中人的incentive（激勵），這也是企業文化可以改變的。《40歲》一文裏提到了十倍程序員──實際上還有百倍程序員，這裏統稱十倍程序員。像谷歌、微軟和網飛這樣的公司是如何避免十倍程序員的外流的？十倍程序員就應該有十倍的報酬。這裏指的十倍，是個虛數，具體多少，每個公司不一樣。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"網飛在《No Rules Rules: Netflix and the Culture of Reinvention》一書中給的是“rock-star pay”，具體是市場的最高價；谷歌在《How Google Works》裏稱其爲disproportional；比爾蓋茨認爲一個偉大的程序員的價值是平均程序員的萬倍。所以如果以利益驅動的話，在這樣優厚十倍程序員的公司，加班不是一個優秀程序員的博弈策略，他們的目標是十倍程序員。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"事實上，十倍程序員的激勵更多的來自工作本身的挑戰和成就感，而不是薪酬，就像《How Google Works》一書中提到的。改變了大家的incentive，這個非合作博弈的僵局就自然破解了。這些smart creative對公司價值不是以他們的工作時間來衡量的，而是他們的創造力：他們爲公司開闢新的方向，給團隊和公司帶來更多的機會，這再也不是一個零和博弈的內卷，而是雙贏；這不是involution（內卷），而是evolution（進化）！"}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"天才也需要時間的積累"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"回到懸在程序員頭上的另一個數字“35”歲：這個數字就像一個鬧鐘一樣，滴答滴答，讓人焦慮。我在職業生涯裏主導和審閱了幾百次的面試，招聘了大批的工程師，"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}},{"type":"strong"}],"text":"年齡這個詞從來沒有在招聘討論中出現過"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"當然我們這裏（美國）有法律禁止在招聘中年齡性別等的各種歧視，但這並不是唯一原因。只靠法律的威懾是不夠的，因爲隱形歧視其實是很難抓住實證的，所以"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}},{"type":"strong"}],"text":"需要在公司文化上把年齡和性別歧視給排除了。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"爲什麼35在國內是個坎，就是因爲我們前面討論的程序員的價值定位問題。如果作爲智力勞動者，那麼拼體力，拼奉獻是拼不過年輕人；但如果找的是smart creative和十倍程序員，那就是另一回事了。這樣的人才不是靠加班加出來的，也不是由年齡決定的，天才也需要時間的積累，具體請參考Malcolm Gladwell的一萬小時定律。我帶的一個十倍程序員就是八年時間培養出來的。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"如果程序員都着急轉去做管理，那麼再好的人才也沒有足夠的空間發展。解這個局需要整個業界的改變，因爲程序員爲了保證職場的移動性，必須整體考慮業界的需求，如果整個業界都是那35爲切割線，那麼他們也沒有選擇。"}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"期待領頭羊企業出現"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"解鈴還須繫鈴人──非合作博弈的僵局同樣可以用博弈的方法來解，但是這個需要從公司內部的博弈上升到產業界博弈。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"沒有人喜歡996和35，現在的年輕人也要考慮自己35的時候。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"如果在中國有一兩家公司能夠以smart creative爲團隊，達到像網飛所追求的人才密集度（talent density），摒棄加班文化，產生巨大的創新和十倍的效率，做到產業的第一，以他們的企業文化和競爭力吸引更多的smart creative，形成正反饋，那麼他們就有可能成爲這場新的非合作博弈的領頭羊，成爲競爭者的效仿對象，從此改變產業博弈的走向，走向一個優的均衡點。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"國內最近十年的IT和互聯網迅猛發展，很多領域已經開始領先世界，全球有目共睹。我希望國內的同行在這個996和35的局面上能夠有所突破：“長風破浪會有時 直掛雲帆濟滄海！”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}},{"type":"strong"}],"text":"作者簡介"},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"："}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"Leo Huang（黃力菲），在美國科技公司工作多年，有十年以上的軟件工程師經驗，五年前轉型技術管理，現任工程總監，帶領近80人的跨國團隊。個人中文博客Writing Is Leading："},{"type":"link","attrs":{"href":"https:\/\/writingisleading.com\/","title":null,"type":null},"content":[{"type":"text","text":"https:\/\/writingisleading.com\/"}],"marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}]},{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]}]}