Pitting Developers Against Each Other: A Deeper Look into the Industry

The recent news about Striking Distance Studios omitting several developers from the credits of their debut title, The Callisto Protocol, has sparked a heated debate about the treatment of developers in the gaming industry. This practice, although not uncommon, raises questions about the management's attitude towards their employees. It appears that the studio's decision to exclude these developers was a way of sending a message, as one source described it, 'Next time have a bit more loyalty to us.' However, this interpretation may not be entirely accurate, as it is unlikely that the omitted developers will return to the studio for another stint. An alternative interpretation could be that the studio is expressing 'utterly impotent rage' towards the developers who left to pursue better opportunities, throwing a tantrum because they are no longer able to punish them. The studio's silence on the matter speaks volumes, and it is not difficult to guess the reason behind their reluctance to comment. Justifying such an unjustifiable act would be challenging, even if it had only happened to one or two people. The fact that 20 developers were omitted makes it even more difficult to explain. Striking Distance's management, or their PR handlers, seem to have made a calculated decision to remain silent, knowing that any excuse they might offer would not withstand public scrutiny. Not all bosses, however, are as shrewd in their handling of such situations. Raccoon Logic CEO Alex Hutchinson, for instance, responded to a quote about the credits omission feeling like an 'obvious F-U' to those left out by suggesting that leaving during or before the final push is a betrayal of fellow employees. This defense of denying people credits is framed as an act of revenge, which aligns with the 'impotent rage' theory. Hutchinson's quote implies that the decision to leave is a betrayal of the team, rather than a betrayal of the employer. This mindset is problematic, as it shifts the blame from management to the employees. The 'last big push' is often a challenging time for developers, with long hours, pressure, and sacrifices. However, when someone leaves during this period, their responsibilities are shouldered by the rest of the team, which is already overworked. The question arises as to who is responsible for this situation. Is it the employee who left, or is it management's failure to create a desirable work environment, manage the development process effectively, and maintain adequate staffing levels? The answer lies with management. Their attempts to redirect employee anger towards each other, rather than towards themselves, are a common tactic. This approach can create a sense of unity among team members, but it also perpetuates harm. Instead of scorn, we should celebrate coworkers who find better opportunities and leave for improved pay, positions, or treatment. Management should also acknowledge and appreciate these individuals, rather than begrudging them for trying to improve their situation. Directing anger at those who leave only lets management off the hook. The industry needs a change in leadership, with a focus on better practices, inclusivity, and respect for employees. As Maverick Games COO Harinder Sangha said, 'I want to change the industry. I want to change it for the better. It's about finding better leaders for the industry, it is about not tolerating practices that have been on past and inspiring those around us.' The industry's shift towards a more positive and supportive environment will require a fundamental change in the way management approaches employee relationships and development processes.