Bulletins

Blockchain gaming companies call on Valve to reverse its NFT ban

The crypto gaming community thinks Valve is making the wrong call by banning blockchain-based titles from Steam.

Blockchain gaming companies call on Valve to reverse its NFT ban

It appears that Valve is not interested in dealing with all the potential headaches that might arise from dealing with the crypto market. But the crypto gaming community isn't happy with the decision.

Image: Fight for the Future

A consortium of blockchain companies, NFT gaming firms and the nonprofit Fight for the Future are calling on Valve to reverse its blockchain ban in an open letter published Tuesday.


Valve quietly instituted its Steam ban on blockchain-based games earlier this month with a change to its terms, adding to list of content that shouldn't be published on Steam "applications built on blockchain technology that issue or allow exchange of cryptocurrencies or NFTs." It created a bit of an uproar, and led Epic Games to say it was open to such games so long as they follow the "follow the relevant laws, disclose their terms, and are age-rated by an appropriate group."

While many PC games in the past have spawned both legitimate and underground in-game economies, including Valve-made titles like Counter-Strike and Team Fortress, it appears the company is not interested in dealing with all the potential headaches that might arise from dealing with the crypto market, such as scams, fraud and volatile currency valuations.

However, Fight for the Future, a nonprofit focused on digital rights and privacy, and its partners are arguing against the ban, saying technologies like NFTs can "create new economic opportunities for users and creators":

Games that utilize blockchain technology and web3 token-based technologies like DAOs and NFTs can positively enhance the user experience of games, and create new economic opportunities for users and creators. Tokens, in particular, open up vast possibilities for users to interact, collaborate, and create tangible digital worlds and items that were previously impossible. These enhancements make games more decentralized, democratic, interactive, player focused systems. They also present an opportunity to streamline and modernize intellectual property rights in ways that would greatly benefit both independent creators and established corporations. These innovations would bring with them enhancements to music distribution, book publishing, collectables, and more.

Valve is recognized for their willingness to experiment and innovate, not only with their games, but with the Steam platform itself. Considered as pioneers for changing how gamers sell and trade digital game items over a decade ago, Valve likely understands the impact that a more concrete medium would facilitate. In the spirit of that pioneering vision, we ask that you take a chance on this rapidly growing technology: remember your roots, let the industry prove itself as a positive contributor to the overall gaming ecosystem, and reverse your decision to prohibit an entire category of software from the Steam platform.

Valve did not immediately respond to a request for comment.

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Another outlier, Google, has been in hybrid mode since April, reportedly leading to outbreaks of COVID-19 at the office. Yet for all the talk about Google’s three-day-a-week RTO policy, two workers who spoke to Protocol anonymously say it’s not much of a mandate. An employee and a contractor both told Protocol that the hybrid policy doesn’t seem to be imposed across the board.

“The impression I have is that it’s basically not enforced,” the employee said. The Google contractor said attendance varied across different teams, noting that while some of their teammates go to the office three days a week, most only go in once. (Neither Google nor Apple returned emails inquiring about how their hybrid policies are enforced.)

Sundar Pichai’s plan to make Google “20% more efficient” may lead nervous workers to choose to go to the office more often. (An August survey found that CBRE tenants were “evenly split” on whether a recession would drive more workers to the office out of anxiety for their job security.)

As of now, most companies’ hybrid requirements are only enforced as a “very soft mandate,” said Brian Kropp, distinguished VP of research at Gartner. About half of companies with a hybrid mandate are tracking office attendance, Kropp said, but even those that are doing so “have no real plans to fire people for not coming to the office, as long as they’re getting their work done.”

More than 40% of HR leaders surveyed by Gartner last month said they weren’t tracking office attendance. Thirty-five percent said they were gathering attendance data from key fob or badge swipes, while 22% said managers were tracking their teams’ attendance. Another 10% said employees were self-reporting their attendance.

Companies that selectively enforce attendance requirements may wind up with unfair outcomes, Kropp said.

“If you have a mandated set of days where you have to come to the office, but it’s unevenly enforced across the company, then you run into issues of fairness,” Kropp said. “That just creates more variability across the company, which then creates more risk as well in terms of that inconsistency.”

And while flexibility puts companies at an advantage when it comes to competing for talent, it also requires more sophisticated management, Kropp said. “The question you should really be asking is: Does our managerial population, on average, have the capability to manage much more flexibility, or not?” Kropp said. “If the answer is ‘yes, they do,’ you should push for as much flexibility as you can.”

To run high-performing teams in a flexible environment, managers need to be “half social worker, half engineer,” Kropp said. That means more empathy and more capacity for planning and organization.

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Amazon falls into that category. As Andy Jassy put it at the Code Conference on Wednesday, Amazon doesn’t have a plan to force employees back to the office: “We’re going to proceed adaptively as we learn.”

A version of this story appeared in Protocol's Workplace newsletter. Sign up here to get it in your inbox three times a week.

If you truly want to gauge a company’s culture before accepting a job offer, you have to become a bit of a sleuth. A journalist, even. Troll Blind and Glassdoor. Browse LinkedIn for current employees who seem trustworthy, or former employees who seem not to have an agenda.

But not everyone has the time to investigate companies in this way. Instead, they may rely on company-sponsored chats with current employees.

  • Ian Royer, a public relations specialist with Amazon Canada, took Amazon up on its “Candid Chats” program that connects candidates with members of employee resource groups.
  • He was on a mission to determine whether he fit with Amazon’s culture. “I am at a point in my career where when I do interviews, I interview for my fit, not the company,” Royer said.
  • Royer spoke with representatives from Amazon’s Black Employee Network and LGBTQ group Glamazon after encouragement from his recruiter. Those conversations ultimately won him over.

Steve McElfresh, founder of HR Futures, said it’s worth it for employers to offer to connect candidates with current employees. The more information, the more helpful to candidates. Still, it’s impossible for company-sponsored candidate-employee chats to be completely candid. Those chats are not entirely trustworthy.

  • “In most cases you’ve got to assume they’re using a stable of people who are prepped and primed to be positive about the company,” McElfresh said. “There’s nothing fundamentally wrong with that, but I think you've got to take it with a grain of salt.”

For those who want to connect with employees on their own, scouring LinkedIn and similar sites might be the best option. Professional platform Candor, a new startup trying to be the “more authentic LinkedIn,” was built with job sleuthing in mind.

  • “Especially in a remote world, it's so hard to figure out and so hard to get to know people and know if that culture fit is going to be there at your next opportunity,” said Candor founder Kelsey Bishop.
  • Candor profiles look kind of like corporate mood boards, with descriptors like “my core values,” “teammates that really inspire me” and “things that motivate me.” Bishop said the service is meant for casual networking, and to help people suss out the working styles of their potential future co-workers.

Bishop added that anonymous platforms can quickly turn toxic, hence Candor’s model with private profiles. But without anonymity, how candid will someone really be?

  • “As a candidate, you have to dig beyond what’s publicly available,” McElfresh said. “I would certainly be looking for more of the anonymous material.”
  • On the other hand, you can’t verify the identity, and therefore validity, of anonymous reviews. “The problem with anonymous material is you get the extremes,” McElfresh said. “You get people who are clearly unhappy, resentful and are almost assuredly overrepresented.”

The most prepared candidates will do all of the above. Just perusing Glassdoor or talking to one company-sponsored employee won’t give you the full picture. You’ve got to really do your research to figure out the fit.

A version of this story appeared in Protocol's Workplace newsletter. Sign up here to get it in your inbox three times a week.

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It’s not just the government; pediatricians, schools, and other organizations are aware of the dangers of social media trends and are trying to catch on to them quickly. But word spreads fast, and in order for the government’s warnings to be effective, they need to happen sooner.

A version of this story appeared in Thursday's Source Code. Sign up here to get it in your inbox each morning.

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