This post discusses the use of fake deadlines in the workplace, particularly in tech teams, and explores the validity and consequences of this practice. Many commenters express discontent with the idea of using arbitrary deadlines, arguing that it undermines trust and intrinsic motivation among engineers. Rather than creating urgency, fake deadlines can instill resentment and disengagement. The discussion suggests that effective management should focus on fostering a culture of trust where real deadlines are established through transparent communication and collaboration. Furthermore, there is a consensus that intrinsic motivation leads to better performance than extrinsic pressures, highlighting a need for management practices that empower teams rather than coercing them with false time constraints.