Read on Twitter
via @jonst0kes , this might be the best description of every “flat” startup I’ve participated in (near the end, re: Basecamp)
https://doxa.substack.com/p/significant-bits-a-semiconductor
https://doxa.substack.com/p/significant-bits-a-semiconductor
What’s happens (IME): 8-18 months in, An Event Happens which requires a reiteration of and the perceived social contracts are broken.
There’s a period of anger and grieving from the old blood who are cycled out either deliberately or by attrition.
There’s a period of anger and grieving from the old blood who are cycled out either deliberately or by attrition.
New blood is hired on to backfill, fed the same “family” vibes, and the clock starts counting down to another major social contract break.
A lot of people talk “lack of career advancement” w/r/t why the average employmee stint is so short in tech. I think it probably has more to do with a lack of real ownership.
I’d love to see data on how ESOP-like structures affect employee retention. Could be useful for DAOs
I’d love to see data on how ESOP-like structures affect employee retention. Could be useful for DAOs
Random thought: Committees are, for deeply dishonest organizations, a great way to make employees feel empowered without actually giving them any (power that is). They're like gas flares to burn off excess energy in a way that feels useful but doesn’t affect change.
This is maybe a thought too overly cynical to air publicly, but I’m just thinking of all the committee reports, inititaives, handouts and presentations I’ve seen that left very little impact when the dust settled, and the people leading them left pretty quickly afterwards too.
Anyway. Set aside 30% of whatever company you start for an ESOP. Or maybe just do it as a DAO or Profit-Sharing-Community instead.
You’ll be slightly less ludicriously wealthy but slightly less evil too maybe.
You’ll be slightly less ludicriously wealthy but slightly less evil too maybe.
