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Recurring struggle for the past year: explaining to distributed systems devs why and how building mobile apps at scale is just as challenging as building those large-scale backend systems. Similar concerns, different tooling. I'm halfway writing up recurring talking points.pic.twitter.com/HQXOyNjx7L
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What makes “tech first” company eng cultures? Places where devs happy, motivated and love to work? I’ve been thinking a lot about this, talking with people at startups, we’ll-known tech companies and unicorns. Here’s what I have so far on autonomy, culture & career. What else?pic.twitter.com/TgABSjwGq0
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My post on leading projects as software engineers is on the Hacker News front page (https://news.ycombinator.com ). Hoping for an interesting discussion.pic.twitter.com/LEW4N6kDsl
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A nice mention on the latest High Scalability issue - http://highscalability.com/blog/2020/1/10/stuff-the-internet-says-on-scalability-for-january-10th-2020.html … , referring to this distributed systems learning in 2019 post: https://blog.pragmaticengineer.com/distributed-systems-learnings-in-2019/ …pic.twitter.com/ka40EHQ3BW
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Not planning to do much public speaking in 2020, except for this one talk. Doing it with the most amazing PM I know. Taking a break from usual talks, we're planning to make it humorous, fun, yet serious & packed with lessons. Possibly coming to a conference with a CFP near you.pic.twitter.com/t4M8VJZdBr
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"I've been a dev for all my career - however, I'm thinking of changing to a leadership/management path down the line. What are things I can do now, to move into an EM role, eventually?" I'm writing up my thoughts, here's what I have so far. What additional advice would you give?pic.twitter.com/sVaiN0iQYy
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"Shouldn't we just rollback and mitigate this small outage? It's 2am and we can do a proper investigation tomorrow." "Nah, I found the root cause. Let me just push this fix..."pic.twitter.com/YjEuAyUPVM
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Key takeways, to sum it up: 1. Find the time 2. Be specific with feedback 3. Don't wait with feedback until perf reviews 4. People _really_ appreciate quality feedback 5. Good perf reviews build trust & help people grow faster The post itself: https://blog.pragmaticengineer.com/performance-reviews-for-software-engineers/ … (10/10)pic.twitter.com/pBjHBu4qvI
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All of the above is what worked for me. I did some digging into best practices elsewhere and found: 1. Preparing early is key for effective reviews. 2. Reviews with no structure are biased, both for men and women. Evaluating against specific criteria help remove bias. (9/10)pic.twitter.com/sWlNRpHxhM
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After the review, I promptly send over what we discussed, follow-up on any disagreements and discuss the comp numbers separately. It's also a good time to do goal setting for some people. Here's the perf review template I use currently: https://docs.google.com/document/d/1bRJzzTpBWOeY-vi9egkIMESZxfJTIwX9eZhNczaCHD8/edit … (8/10)pic.twitter.com/PTrchhzhYp
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Then, the review meeting. I never do performance feedback and compensation on the same meeting, but separate these. I make it a two-way conversation. This opens up cases where people disagree with my feedback - great! That's something we need to address. (7/10)pic.twitter.com/AImIFwLEL1
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Then, I sit down, write the review, finalize it, re-calibrate it, try to remove bias. If the review comes with anything surprising, I prepare the person ahead of time (and ask myself why I did not spot something earlier). (6/10)pic.twitter.com/5jUjNJXNJ0
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So back to how I do them. First: preparation. This starts months before, by building up a relationship and setting realistic expectations, both sides. Then, weeks before the review, I do my homework, especially with people I don't have as much context on. (5/10)pic.twitter.com/iC7kZdeRW6
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The problem with bad perf reviews is these break the trust, and are often mark those "shields down" moment. Also, too few managers put in meaningful time into reviews - at least that's how many people feel. And acknowledging good work isn't as common as it could be. (4/10)pic.twitter.com/iVIvjdxdAI
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Before going into good performance reviews, let's talk about bad ones. Ones with zero specifics, the "my manager has no clue", the "let's skip straight to the numbers", unfair or biased reviews. Oh, and the "took me by surprise" review. (3/10)pic.twitter.com/kvmbembNpD
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You can't do fair performance reviews without clear expectations. I'm talking about levels, competencies and expectations. Better tech companies all have this and some also published it - like
@monzo,@Square,@buffer &@RenttheRunway /@skamille , so you can take a look. (2/10)pic.twitter.com/ed2Hm9FDBx
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With the holiday code chill ending, it's time to pay off the lower-than-usual deploy debt: the price for a low outage holidays period. My team had a great holiday with fewer than average incidents during peak traffic, so this tradeoff was worth it for us. https://blog.pragmaticengineer.com/distributed-systems-learnings-in-2019/ …pic.twitter.com/81unlLm6wH
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+1. I was saying this a few days ago. Java is here to stay for the next decade. https://blog.pragmaticengineer.com/the-decade-in-review-in-software-development/ …pic.twitter.com/QtwFYTnA4y
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A bit of housekeeping on my blog: I got rid of pagination. Before: click 4 times to get to some older posts. Now: all posts are on the front page, with the last few expanded on https://blog.pragmaticengineer.com/ .pic.twitter.com/OfdVNkEkaL
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