> If the bottom line is that you hate being an employee, then it seems that being suspicious of your resume would be the correct call.
The other day I was reading a post about what specialized tooling, if any, ADHD devs used. Someone replied that they had to accept the fact that they could only work contracts because they could work on them on their own schedule.
There are plenty of reasons to hate being an employee. But someone who hates being an employee can nevertheless be a better employee than someone who doesn't.
The conception of culture in the workplace needs to die; taken to the desert and shot. You go to work to get paid. You get paid because you do work. Whether or not you hate it or love it shouldn't matter as long as those conditions are met to the satisfaction of both parties.
> The conception of culture in the workplace needs to die
Work culture exists whether you want to believe in it or not. If you don't, then you're letting the culture be dictated Lord of the Flies style. I've worked across a lot of domains and a lot of very large companies during my time working in technology and the most obvious differentiator between successful IT/dev orgs and unsuccessful ones is most often attributed to the work / dev culture. This is especially true when trying to change / influence organizations. The number one thing you have to overcome is culture. Why doesn't agile work? Why doesn't DevOps deliver like promised? Why can't the org successfully shift from a project based delivery to a product based delivery method? More often than not it's due to trying to implement changes without addressing team culture issues.
Technology is mostly easy if you can get cross organizational alignment, but you can't do that without addressing culture.
Sure, if there's an issue that's actively harmful or prevents stuff getting done, it would make no sense to let it go unaddressed. But having managers trying to optimize culture leads to open plan desks and mandatory office parties - shit that might improve the cohesion of the team, sure, but if your 10x left because they don't like it, then it's not entirely focused on productivity.
> If you don't, then you're letting the culture be dictated Lord of the Flies style.
Moreover this is implying that you think of your team as a bunch of children stuck on an island. I'd have more faith in professional adults to do their job. Hopefully, nobody is under the illusion that money comes out of the office printer.
Honestly, I'd want to hire someone who hates being an employee more than someone who doesn't. Then, I'd at least know that they're under no illusions, and smart enough to know that they'll have to work.
The other day I was reading a post about what specialized tooling, if any, ADHD devs used. Someone replied that they had to accept the fact that they could only work contracts because they could work on them on their own schedule.
There are plenty of reasons to hate being an employee. But someone who hates being an employee can nevertheless be a better employee than someone who doesn't.
The conception of culture in the workplace needs to die; taken to the desert and shot. You go to work to get paid. You get paid because you do work. Whether or not you hate it or love it shouldn't matter as long as those conditions are met to the satisfaction of both parties.