I think you’re undervaluing the cultural expectations of availability and cooperation during core work hours. And the value to workers of contractual pay (for which employers demand contractual hours). You’re also forgetting the hidden-value alignment brought on by the expectation of a recurring long-term relationship. It’s hard to monitor most work in the short term, so having the engagements be longer-term makes it possible to adjust job and compensation based on years’ of output rather than the latest delivery.
There certainly is more work than many think which can effectively be done piecemeal. But there’s lots more than you seem to acknowledge that is pretty well optimized by current norms.
It’s hard to monitor most work in the short term, so having the engagements be longer-term makes it possible to adjust job and compensation based on years’ of output rather than the latest delivery.
Fair point. I agree, I am exaggerating the effectiveness of certain elements. And downplaying the necessity of others.
Although, there’s an inherent survivorship bias to favour a longer-term contract, because we’ve never experienced an efficient short-term engagement model, at scale, before. But I do believe this adjustment buffer will shorten with time, as the tendency of finer hiring accelerates. And, short-term alignment and work efficiency will increase, as everyone adapts to a “faster” work culture.
I think you’re undervaluing the cultural expectations of availability and cooperation during core work hours. And the value to workers of contractual pay (for which employers demand contractual hours). You’re also forgetting the hidden-value alignment brought on by the expectation of a recurring long-term relationship. It’s hard to monitor most work in the short term, so having the engagements be longer-term makes it possible to adjust job and compensation based on years’ of output rather than the latest delivery.
There certainly is more work than many think which can effectively be done piecemeal. But there’s lots more than you seem to acknowledge that is pretty well optimized by current norms.
Fair point. I agree, I am exaggerating the effectiveness of certain elements. And downplaying the necessity of others.
Although, there’s an inherent survivorship bias to favour a longer-term contract, because we’ve never experienced an efficient short-term engagement model, at scale, before. But I do believe this adjustment buffer will shorten with time, as the tendency of finer hiring accelerates. And, short-term alignment and work efficiency will increase, as everyone adapts to a “faster” work culture.