I mean, it’s all very subjective, so “too much” for you seems to be what is a good amount for everyone else…but realistically, I don’t think this is a legitimate complaint since you still need to be able to make all these adjustments anyway… it’s just a matter of the way the adjustments are being made.
All a touch screen changes is that it can play host to multiple functions depending on context…but it loses much of the visual recognition and almost all the tactile feedback of a physical control.
And while vehicles keep getting more and more complex for sure, I feel like when I’m riding in a more touchscreen heavy vehicle, that screen is displaying the same static set of controls 99% of the time…and at that point, the flexibility it offers is largely irrelevant, and the tradeoffs mean giving up a lot to get very little in exchange.
Hear hear!
When you bust your ass all year for that great review and much needed raise…only to go in for your evaluation and be told, “Great job! Unfortunately due to budget cuts and corporate policy, we can only give you a 1.5% raise, but you’re welcome!”
Don’t tell them, but remember that.
Remember that regardless of the work you give them, they’re only paying you 1.5% more. And that’s not even factoring in
informationinflation.At the most generous, you should only give them 1.5% more productivity than it takes to not get fired. If you look at it based on value…the value of your time and experience and productivity against the purchasing power of your take home pay… you’re getting a pay cut vs inflation as their way of thanking you.
As such, cut your productivity, attention to detail, reliability, and shits given by the same amount as the purchasing power you’re earning.
They call it quiet quitting, but in reality it’s the market economy working both ways. If they’re buying less from you, give them less.