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> More companies should employ such coaches and schedule regular sessions for all their employees. If everything's great, then great. If not, it's definitely ch

> More companies should employ such coaches and schedule regular sessions for all their employees. If everything's great, then great. If not, it's definitely cheaper than employee churn. Actually a few companies i know do that for their executive staff just not rank and file employees like in the show. Also if we’re talking about engineers beyond very early stage imo it would have very limited utility for the company

yunohn 4y ago
> imo it would have very limited utility for the company Could you expand on this?
- dilyevsky 4y ago
  I'm thinking small gains in performance for executive/sales/trader-type roles could lead to disproportional gains for the business (big deals, trades, etc). For engineers and similar type roles what are you going to write couple thousand more lines of javascript a month?
  - groestl 4y ago
    Well, I'm skeptical of the overall approach, but isn't the premise of this thread, that coaching keeps people from quitting? You probably won't improve performance of a single engineer, but make a key player quit, and you can kill performance of the whole operation for months and years.
  - yunohn 4y ago
    > what are you going to write couple thousand more lines of javascript a month I think this code-only mentality is what will replace engineers with chatGPT. We need to understand the business, make high level decisions, coordinate across functions - all are crucial to the outcome of our work. It’s not just managerial types that need to do this, so we could all benefit from some coaching and help.
npc789 4y ago
The idea that encouraging your engineers in some way — whether through this particular method or not — would have limited utility is absurd. It goes to show how poorly and inaccurately they are often regarded, and it’s no surprise to see it in another weekly 100-comment burnout HN thread. Specifically having a therapist or a coach around is not a big concern, but if your company considers you and your performance important, you will be encouraged to develop yourself and develop your network in the company one way or the other. Whether this happens is the quickest way to determine if you are considered an NPC or not. For example, if travel between offices is common in your company, but you don’t travel and are just thrown in on projects with random people around the world, then you know it’s you. Main characters meet up, plan, improve, guide, imagine, act, change; NPCs more or less do what they’re told. If you rarely hear a word of encouragement or feedback about what you’re doing, it’s probably because nobody cares — or they think they could replace you in a week — and you should calibrate how much you care accordingly.

yunohn 4y ago

> imo it would have very limited utility for the company Could you expand on this?

dilyevsky 4y ago
I'm thinking small gains in performance for executive/sales/trader-type roles could lead to disproportional gains for the business (big deals, trades, etc). For engineers and similar type roles what are you going to write couple thousand more lines of javascript a month?
- groestl 4y ago
  Well, I'm skeptical of the overall approach, but isn't the premise of this thread, that coaching keeps people from quitting? You probably won't improve performance of a single engineer, but make a key player quit, and you can kill performance of the whole operation for months and years.
- yunohn 4y ago
  > what are you going to write couple thousand more lines of javascript a month I think this code-only mentality is what will replace engineers with chatGPT. We need to understand the business, make high level decisions, coordinate across functions - all are crucial to the outcome of our work. It’s not just managerial types that need to do this, so we could all benefit from some coaching and help.

npc789 4y ago

The idea that encouraging your engineers in some way — whether through this particular method or not — would have limited utility is absurd. It goes to show how poorly and inaccurately they are often regarded, and it’s no surprise to see it in another weekly 100-comment burnout HN thread. Specifically having a therapist or a coach around is not a big concern, but if your company considers you and your performance important, you will be encouraged to develop yourself and develop your network in the company one way or the other. Whether this happens is the quickest way to determine if you are considered an NPC or not. For example, if travel between offices is common in your company, but you don’t travel and are just thrown in on projects with random people around the world, then you know it’s you. Main characters meet up, plan, improve, guide, imagine, act, change; NPCs more or less do what they’re told. If you rarely hear a word of encouragement or feedback about what you’re doing, it’s probably because nobody cares — or they think they could replace you in a week — and you should calibrate how much you care accordingly.