> Most of the people at KAYAK do not have the chance to > leave when they choose because they are fired before that.
That's right. And I like it like that. If you don't like it like that, don't come work at KAYAK. My point that nobody quits is that people here seem to like working here. We don't chain them to their desks.
> >Revenue per employee is a good way to measure > efficiency. > > Ok. But how to you measure the revenue per employee? Is > the lines of code written?
As mentioned above, I'm talking about (total company revenue) / (total number of employees) not revenue generated by each specific employee.
The point of tracking total revenue per employee is to see how efficient the company is compared to other companies.
We don't release our financials since we're a privately-held company. If you think this means I should not talk about the types of things I measure, sorry.
A Lot of the responses to Paul seems like people taking personal offense with kayaks policy. Personally I get the impression that it's because he cares. Seriously. A lot of management ive worked with focus on deadlines and costs and nothing else; to me problems in those areas are just the symptoms and not the cause. Kayak is taking preventative measures in my mind. Another company that does something similar is zappos. I believe they provide an incentive pkg to quit after going through their training program.this is so that if you feel like zappos is not a good fit for you, you can quit and get some money for it. Zappos sees it as a plus for them too in the long term.
Anyway when you care about the work that you do, you want to make sure you have the best people working with you. That's a given. "best" is definitely subjective since we're all human.
Btw definitely sorry to hear Bruce being in town and me missing it. Your books definitely were a joy to read and made me see that there is beauty in writing code!
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