A former senior software engineer recently shared his experience online, offering a sharp reminder to companies about the risks of undervaluing essential employees.Taking to the subreddit Layoffs, he revealed how a hasty dismissal by management not only disrupted critical operations but also backfired on leadership, creating long-term consequences for the organization.
The Lone Architect of a Core System
For six years, the engineer was the sole developer and maintainer of a vital data synchronization system that functioned much like the backbone of services such as Dropbox. At its core, the system ensured that files stayed consistent across multiple devices, a task often handled through complex consensus algorithms. Despite the importance of this work, he managed the entire framework alone because the company avoided allocating additional resources or building a team around him.
Pay Disparity and Disengagement
Over time, the engineer discovered that his compensation lagged behind that of his peers, with his salary being nearly ten percent lower than other senior colleagues. When he requested a correction to bring his pay in line with industry standards, management refused. Feeling undervalued, he gradually reduced his level of engagement. Rather than adhering to set office schedules, he began working flexible hours, prioritizing his own rhythm over formal “core hours.”
A Leadership Shake-Up
The company’s management structure soon changed with the arrival of a new director. One of his first moves was to dismiss the engineer’s direct manager, effectively placing him under the director’s supervision. Hearing that the engineer was not active during standard office timings, the director confronted him. The engineer confirmed the rumors and explained his reasons. Within a month, the director made the decision to terminate him, marking it in the HR system as “job abandonment.” Since the dismissal came without cause, the company was obliged to provide severance.
The Aftermath of Mismanagement
Some time later, the engineer learned from an insider that the director who had dismissed him, along with the vice president who had supported the move, wasremoved from his position. The reason was striking: the company now required six employees to manage the same responsibilities he had handled alone. Adding to the burden, they were still paying his severance, effectively making it the cost of seven people.
The Bigger Loss
Beyond financial inefficiency, the departure had visible effects on product stability. With the critical system in less capable hands, the software grew increasingly unreliable. Bugs multiplied, customers abandoned the platform, and investor trust eroded. Ironically, all of this turmoil could have been avoided if management had simply agreed to a modest ten percent salary adjustment.
A Small Victory
For the engineer, the episode served as a personal reminder that fairness sometimes prevails, even if indirectly. Watching the company struggle after undervaluing his contributions left him with a sense of closure—and a quiet sense of justice.
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The Lone Architect of a Core System
For six years, the engineer was the sole developer and maintainer of a vital data synchronization system that functioned much like the backbone of services such as Dropbox. At its core, the system ensured that files stayed consistent across multiple devices, a task often handled through complex consensus algorithms. Despite the importance of this work, he managed the entire framework alone because the company avoided allocating additional resources or building a team around him.Pay Disparity and Disengagement
Over time, the engineer discovered that his compensation lagged behind that of his peers, with his salary being nearly ten percent lower than other senior colleagues. When he requested a correction to bring his pay in line with industry standards, management refused. Feeling undervalued, he gradually reduced his level of engagement. Rather than adhering to set office schedules, he began working flexible hours, prioritizing his own rhythm over formal “core hours.”A Leadership Shake-Up
The company’s management structure soon changed with the arrival of a new director. One of his first moves was to dismiss the engineer’s direct manager, effectively placing him under the director’s supervision. Hearing that the engineer was not active during standard office timings, the director confronted him. The engineer confirmed the rumors and explained his reasons. Within a month, the director made the decision to terminate him, marking it in the HR system as “job abandonment.” Since the dismissal came without cause, the company was obliged to provide severance.The Aftermath of Mismanagement
Some time later, the engineer learned from an insider that the director who had dismissed him, along with the vice president who had supported the move, wasremoved from his position. The reason was striking: the company now required six employees to manage the same responsibilities he had handled alone. Adding to the burden, they were still paying his severance, effectively making it the cost of seven people.The Bigger Loss
Beyond financial inefficiency, the departure had visible effects on product stability. With the critical system in less capable hands, the software grew increasingly unreliable. Bugs multiplied, customers abandoned the platform, and investor trust eroded. Ironically, all of this turmoil could have been avoided if management had simply agreed to a modest ten percent salary adjustment.A Small Victory
For the engineer, the episode served as a personal reminder that fairness sometimes prevails, even if indirectly. Watching the company struggle after undervaluing his contributions left him with a sense of closure—and a quiet sense of justice.Add 
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