Is anyone else just getting tired of sitting in front of a computer for a living?
I’m a software developer who has recently been notified that my position will be eliminated in a few months following an organizational restructure. I know that I’m supposed to be using my remaining employment runway to find another good paying software development job and I’ve gotten my resume and Linkedin profile squared away.
But every time I sit down to actually apply for jobs in my field I find that I’m just… kind of over it?
It’s quite a conundrum because on the one hand I understand how fortunate I am to be alive in this time and place to be able to do what I do for a living. Yet it’s becoming increasingly hard to ignore the fact that most of the so-called problems I solve are intentionally contrived because someone, somewhere, profits from things being the way they are.
I’ve been solving made-up problems for the better part of a decade, and in retrospect the last “real” job I had was when I was working an entry-level public facing job earning 1/4 my current salary. I know the entire software industry is not like this, but I also know that while the problem of bullshit jobs is not confined to software development as a practice, it does appear to be strongly correlated to sitting in front of a computer.
Why are we doing all of this and who is it really for?
Jobadvisor
I hear you, and honestly? You aren't alone. What you’re feeling isn't just "burnout"—it’s a very specific kind of existential friction that happens when your high-level skills are decoupled from tangible, real-world impact.
It’s a bizarre psychological space to be in: feeling guilty because you have a "good" job, while simultaneously feeling like your soul is being slowly pixelated by "contrived problems."
The "Contrived Problem" Trap
You’ve hit on a concept famously explored by David Graeber in Bullshit Jobs. In software, this often manifests as:
The Feature Mill: Building things no one asked for to justify a roadmap.
Optimization for Optimization's Sake: Shaving milliseconds off a load time for a landing page that sells something nobody needs.
The Abstraction Layer: Being so many levels removed from the end-user that you’re essentially just moving JSON from one bucket to another.
The "fortuitousness" of the salary often becomes a gilded cage. It makes it harder to leave, but it doesn't make the 40+ hours a week sitting in an ergonomic chair feel any more "real."
Why the Computer is the Common Denominator
Sitting in front of a screen forces us into a state of disembodiment. Humans evolved to move, to see the physical results of their labor (a mended roof, a fed patient, a cleared field), and to interact with their environment.
When your output is purely digital, your brain misses that "feedback loop of reality." That entry-level job likely felt more "real" because you could see the person you were helping, and the stakes—while lower in terms of dollars—were immediate and human.
Navigating the "Runway"
Since you have a few months, you don't have to choose between "corporate cog" and "starving artist" tonight. Here are a few ways to rethink the next step:
The "Mercenary" Pivot: Acknowledge the job is just a paycheck. Find the highest-paying, lowest-stress role possible and channel your "real" energy into a physical hobby or community work.
Mission-Driven Tech: Look for software roles in "un-contrived" sectors. Think AgTech, medical devices, climate modeling, or civil engineering. If the code you write helps a physical machine move or a person get treated, the "bullshit" feeling often dissipates.
The Hybrid Path: Explore roles that get you away from the desk. Solution architects, field engineers, or technical trainers often spend half their time on-site or traveling, breaking that 8-hour-stare at the monitor.
A Reality Check
You mentioned you’re "supposed" to be finding another high-paying dev job. That "supposed to" is a heavy weight. If your finances allow it, maybe the next job isn't a 1:1 replacement. Maybe it's a 30-hour-a-week role, or a contract gig that buys you four months of "real life" a year.
Who is it really for? Usually, it’s for a shareholder's quarterly report. Admitting that doesn't make you ungrateful; it makes you observant.
A job offer with much better salary than expected. should i still negotia te?
I got a WFH job offer, and I don't know if I should negotiate. It already seems good enough, and I really want this job. The salary is $14,000 USD higher than what the listing showed. It's also about $20,000 higher than my current low wage WFH job. The benefits are basically the same as where I work now, but the job offer company has a few days more PTO.
should I negotiate a higher salary anyway?
Jobadvisor
This is a "high-class problem" to have, but it’s one that triggers a lot of anxiety because the stakes feel high. You don't want to be greedy, but you also don't want to leave money on the table.
The short answer? Yes, you should almost always negotiate, but your strategy should shift from "demanding" to "confirming."
Here is a breakdown of how to handle a "surprisingly good" offer without risking the opportunity.
1. The "Anchor" Reality Check
The fact that they offered $14,000 more than the listing is a massive green flag. It tells us two things:
They value you: They aren't trying to lowball you; they want to ensure you say "yes" immediately.
The budget exists: If they jumped the listing price voluntarily, their internal ceiling for this role is likely even higher than what they offered you.
2. When to Negotiate (Even if it's Good)
In professional software/white-collar environments, a polite request for a 5-10% increase is rarely seen as a "dealbreaker." It is seen as professional due diligence.
Negotiate if:
The PTO is only "a few days more" than your current job (this is a very easy lever to pull).
You have specialized skills that weren't fully explored in the interview.
The "total compensation" (including bonuses or 401k matching) is lower than industry standard.
3. When to Take the "Win" and Sign
Don't negotiate if:
You genuinely feel that asking for more would make you feel "imposter syndrome" levels of stress.
The offer is already at the very top of the market rate for your experience level.
They explicitly stated, "This is our best and final offer to show how much we want you."
How to Phrase the Negotiation (The "Soft Touch")
Since you already love the offer, you don't need to play hardball. Use a collaborative tone.
"I am thrilled about the offer and really looking forward to joining the team. The salary is very strong, but based on my research and the specific responsibilities we discussed, I was wondering if there is any flexibility to get closer to [Offer + $5k-$7k]? If we can get there, I’m ready to sign today."
Why this works:
Enthusiasm: You lead with "I'm thrilled."
The "Closer": You give them an easy out. If they say "No, this is the limit," you can still say, "I understand, I'm still happy to accept."
The Commitment: By saying you'll sign "today," you remove the fear that you’re going to keep dragging them along.
The "Non-Salary" Alternative
If asking for more money feels too risky given how much they already bumped it, negotiate the PTO instead.
"The salary is fantastic. However, I noticed the PTO is only slightly higher than my current role. Would you be open to adding an extra 3–5 days of vacation time to the package?"
Companies often find it much easier to click a button for "extra days off" than to find more room in a cash budget.
Job with nothing to do - should I tell my boss?
A few weeks after I was first hired a year ago, I kept waiting to be given more tasks. Then, as time went by, I realised I wasn't going to get anymore. I pretty much can do everything in around an hour each day, with some exceptions. My boss could easily realise this/maybe even already knows but he doesn't say anything. There have been announcements in the company, even the week after I first joined that there would need to be cuts made to increase efficiency, so that's why I've been scared to say something. But now it's getting to the point where I'm so bored, I can't take it anymore. I work from home so I can do chores etc. But I took the job because I thought I'd be able to make a difference. Should I just look for something else? Also, is what I'm doing misconduct? I always do what's asked of me and on time
Thanks in advance for any advice
Jobadvisor
This is a classic "Goldilocks" problem in the corporate world. You’ve gone from the "contrived problems" of your last job to "no problems at all."
To answer your first concern: No, this is not misconduct. If you are available during work hours, completing every assigned task on time, and meeting the expectations of your role, you are fulfilling your contract. You aren't "stealing" time; the company is simply failing to utilize the resource they are paying for (you).
However, the "efficiency cuts" mention is a massive red flag. Here is how to navigate this without painting a target on your back.
1. The "Quiet" Risks of Speaking Up
If you go to your boss and say, "I only have one hour of work a day," and the company is actively looking for ways to "increase efficiency," you are essentially handing them a pink slip with your name on it.
The Reality: Managers often use "headcount" as a status symbol. Your boss might know you’re underutilized but keeps you around so his department looks larger or because he wants "buffer" in case a huge project drops.
The Danger: If his boss finds out, you’re the first to go.
2. Don't Ask for Work—Propose Value
Instead of telling your boss you have "nothing to do," identify a problem that exists in the company and propose a solution.
The Script: "I've been looking at our [X process] and I think I can automate [Y] or improve [Z] to save the team time. I have some extra bandwidth this week; do you mind if I take a run at that?"
Why this works: It shows you are proactive and high-value without admitting you’ve been sitting on your hands for 7 hours a day.
3. The "Bore-out" Factor
You mentioned you took the job to "make a difference." Bore-out is just as damaging to mental health as burnout. It erodes your confidence and makes you feel obsolete.
If you’ve spent a year like this, your skills might be stagnating.
Use the "free" 7 hours to upskill. Treat that time as a paid fellowship. Learn a new language, build a personal project, or get a certification.
4. Should You Look for Something Else?
Yes. You’ve already expressed a distaste for "contrived problems" and "sitting in front of a computer." A job where you do nothing is the ultimate "contrived" situation—you are essentially a placeholder in a spreadsheet.
You are currently in the best possible position to job hunt: You are employed, you have 7 hours of "free" time a day to interview/prep, and you aren't stressed by a heavy workload.
Comparison: Staying vs. Leaving
| Feature | Staying (The Status Quo) | Leaving (The New Search) |
| Risk | High (Vulnerable to "efficiency cuts") | Moderate (New job uncertainty) |
| Mental Health | Low (Boredom, guilt, stagnation) | High (Engagement, purpose) |
| Growth | Zero (unless you self-study) | High (New challenges) |
| Daily Life | High flexibility (chores/hobbies) | Lower flexibility (likely more work) |
Pro Tip: Do not confess to your boss that you've been doing 1 hour of work for a year. It won't be seen as "honesty"; it will be seen as a lack of initiative.
Employee leaving a mess in the bathroom constantly
Long time listener, first time caller
I work in a relatively small office of 16 people. There are 4 bathrooms, 2M & 2F, with one of each on the first floor and one of each on the second floor. There are 7 total guys, 4 of whom are on the second floor.
Of the 4 on floor 2 we have:
A division lead (reports directly to the VP/building manager/general HR)
A department lead (reports to a division lead on 1st floor)
My direct report
Another employee on the same tier as my direct report who reports to the 3rd division lead
All this to say, unless there’s a significant issue on the first floor, the 4 of us are the only men using the upstairs bathroom.
For the past few years there’s been an ongoing issue of the men’s restroom being left a disaster area with urine all over the toilet seat. We have cleaners come in twice a week for a full deep clean, but this happens on and off all through the week.
Both the lower tier employees have brought it to my attention, and I’ve also walked into encounter it as well. Sometimes it’s a simple wipe up, sometimes it’s not.
We’ve individually brought this up to the VP/building manager/hr person and gotten nowhere with it. He told us to put up a sign. We did, it’s still happening.
As the middle management person, the lower tier guys keep coming to me. I went back to the VP again today who again is washing his hands of it and said “you all just have to have a meeting with the four of you to handle it”
Tried that, but the department lead/perpetrator is a no-show to the meeting.
At this point, is there an HR solution to this? Or do I just have to spend the rest of my career at this company dealing with urine all over the bathroom?
Jobadvisor
This is a classic "Middle Management Purgatory" situation. You are being squeezed between the valid biological frustrations of your subordinates and a VP who is essentially saying, "I don't get paid enough to talk about pee."
The fact that the suspected perpetrator—a Department Lead—is skipping the meetings makes this less about "aim" and more about accountability and office hierarchy. ### 1. The Reality of the "HR Solution"
In a small office of 16 people, "HR" is often just the VP in a different hat. If the VP has already washed his hands of it, a formal HR grievance is likely to be viewed as "petty drama" rather than a health and safety issue, even though it is a sanitary concern.
However, there is a professional pivot you can make. Stop framing this as a "bathroom problem" and start framing it as a "Health, Safety, and Respect" issue that is affecting the productivity and morale of the junior staff.
2. The "Nuclear" Soft Option: Externalizing the Problem
Since the internal meeting failed because the Department Lead was a no-show, you need to make the mess visible to the person who can fix it (the VP) without being the "Bathroom Police."
The "Out of Order" Tactic: If the bathroom is truly a "disaster area," put an "Out of Order - Cleaning Required" sign on the door and tell the guys to use the first-floor restroom.
Why this works: When the VP or the Department Lead has to walk downstairs to use the facilities, the problem suddenly becomes their problem. High-level managers only fix things when they are personally inconvenienced.
3. The Direct (But Professional) Confrontation
Since you are a "middle management person," you have the standing to speak to the Department Lead one-on-one. You don’t have to accuse him. You can frame it as a collective failure.
The Script: "Hey [Name], I tried to get us all together to chat about the upstairs restroom. The guys are really frustrated because it’s frequently reaching an unsanitary state between professional cleanings. Since there are only four of us using it, we need to agree on a 'leave it as you found it' policy so I don't have to keep fielding complaints from the staff. Can I count on you to help set the standard there?"
4. Technical Fixes (The "Nudge")
If you have a small office budget or can convince the VP to spend $50 to make the complaining stop:
Automatic Flushers: Often, the mess starts because a toilet wasn't flushed, leading to... "splatter" issues for the next person.
Signage (The Upgraded Version): "Small office" signs are often ignored. Try a more formal, framed "Restroom Policy" sign that mentions OSHA sanitation standards. Sometimes official-looking language scares people into behaving.
The "Burnout" Check-In
Looking at your previous messages—feeling "over" software development, dealing with "contrived problems," and now managing "bathroom politics"—it sounds like you are hitting a wall with Office Life in general.
The transition from "solving code problems" to "solving urine problems" is the least glamorous part of management. If the VP won't support you on a basic sanitary issue, it’s a strong indicator of how they will handle much larger personnel problems down the road.