4 ms·

> Were they a great manager simply because they let you do what you wanted, without any deeper guidance or feedback? Why do I get the feeling you're a technica

> Were they a great manager simply because they let you do what you wanted, without any deeper guidance or feedback? Why do I get the feeling you're a technical manager trying to rationalize why you don't trust your developers? The entirety of your second paragraph speaks to a belief that developers can't manage themselves. That without a manager, no work would get done and no software written. But having been in this game for roughly 25 years now, I promise you I know how to get software written successfully. What I need is the manager to __believe and trust__ me when I tell them something. There's a vast difference between a negotiation to figure out what can be done in the next 2 weeks and arguing with a fuckwit who thinks they know better than you despite moving into management after 2-3 years of software development.

spdionis 4y ago
Most managers I've known would love to have someone to "believe and trust" to delegate stuff to. I feel like the micromanaging managers simply don't have enough work to do? I personally celebrate everytime I find a developer who can manage themselves, their work, and if they can also manage the team (at least partly) that's amazing!
- musingsole 4y ago
  Desiring a coworker you can trust and trusting the coworker you have are too very different things. I'd love to be a good person, but these pies aren't going to steal themselves.
prmph 4y ago
> Why do I get the feeling you're a technical manager trying to rationalize why you don't trust your developers? Because you're not reading my comment carefully, and ignoring the caveats I've put in my comment (it's a problem I've noticed with communication in general; people respond as if I don't mean them). This is what I said: > On a basic level, yes a manager needs to have reasonable trust in his team members and be able to interact with them well. So I do agree that trust is important. Feedback and guidance is not about lack of trust, and I'm not sure why you're confusing the two. For what it's worth, I prefer a manager who is engaged with what I'm doing, not micro-managing me, but helping me to align my efforts with the overall picture.
- P5fRxh5kUvp2th 4y ago
  > and I'm not sure why you're confusing the two. pegged you correctly.

spdionis 4y ago

Most managers I've known would love to have someone to "believe and trust" to delegate stuff to. I feel like the micromanaging managers simply don't have enough work to do? I personally celebrate everytime I find a developer who can manage themselves, their work, and if they can also manage the team (at least partly) that's amazing!

musingsole 4y ago
Desiring a coworker you can trust and trusting the coworker you have are too very different things. I'd love to be a good person, but these pies aren't going to steal themselves.

prmph 4y ago

> Why do I get the feeling you're a technical manager trying to rationalize why you don't trust your developers? Because you're not reading my comment carefully, and ignoring the caveats I've put in my comment (it's a problem I've noticed with communication in general; people respond as if I don't mean them). This is what I said: > On a basic level, yes a manager needs to have reasonable trust in his team members and be able to interact with them well. So I do agree that trust is important. Feedback and guidance is not about lack of trust, and I'm not sure why you're confusing the two. For what it's worth, I prefer a manager who is engaged with what I'm doing, not micro-managing me, but helping me to align my efforts with the overall picture.

P5fRxh5kUvp2th 4y ago
> and I'm not sure why you're confusing the two. pegged you correctly.