Reading through the article, there’s points of this that I want to say that I really appreciate (I am teasing folks who are just reading the forum topic to go read Klepek’s work – you’ll thank me later). For example:
We’ve even had these problems at Waypoint. In Waypoint’s first year, we also had a startup mentality, and people were putting in long, unchecked hours day after day, week after week. […] Waypoint hadn’t made it a priority to call out people overworking themselves. At a team meeting a little more than a year this whole experiment, we had long conversations about Waypoint’s own hypocrisy. How can we call out bad labor practices if we aren’t able to abide them ourselves?
I think it would be easy for an outlet like Waypoint to make excuses or to justify why it’s fine for them to crunch while pushing back against it in the industry. But there is a value in implementing it internally and allowing that to inform your thinking. What does a commitment to avoiding crunch in a culture that promotes hard work and dedication look like?
“I really don’t want to give everyone the impression that the only reason Monomi Park provides a healthy environment for its staff is because we got lucky with a big hit,” he said. “I feel strongly that we have a big hit because we have a healthy work/life balance. To be honest, if the article ends up reading as it was just a matter of luck and we’re an exception, I’d rather not publish it at all because it’s sending the wrong message to the industry and not pushing this industry towards healthier practices.”
Some welcome pushback from Popovich too!