mhss

8 ms·

31.
by mhss 3y ago
A more comprehensive answer about how managers are assessed at Google (via Google's project Oxygen): - Is a good coach - Empowers the team and does not micromanage - Expresses interest in and concern for team members’ success and perso
32.
by mhss 3y ago
I've had to let go of incompetent managers (I used to manage managers). Maybe I am an incompetent manager myself that no one has discovered, so take my input with a grain of salt. Competent managers will listen and not jump to conclusi
33.
by mhss 3y ago
> Management that is not deeply aware of what their reports are doing is either unnecessary or incompetent. I am biased as a manager, but, for context, I was a senior IC for a long time before management though. I also transitioned first
34.
by mhss 3y ago
> Ironically I think these types of exercises are part of the problem at major software companies; terrible efficiency and over hiring. They're not the problem they're a consequence of the problems. > Because you need to “br
35.
by mhss 3y ago
In my experience this is more important at large companies, because your work is more likely to get lost in the noise. At startups work is often much more visible and perhaps there's less of a need for this, but not a bad idea to do i
36.
by mhss 3y ago
And Google search doesn't "generate" new content that potentially puts out of business the very same entities it learned from.
37.
by mhss 3y ago
The loyalty argument does sound somewhat bizarre, but I think the overarching point is about whether technology use benefits humans in society or not. We should not implicitly treat LLMs owned by corporations with the same rights as humans.
38.
by mhss 3y ago
> The study reveals that novel technology attracts early adopters, 'techies'. The 'normies', for lack of a better term, will watch what 'techies' do before committing because moving costs are higher for non-
39.
by mhss 3y ago
Details can be hard, even if small. Don't get me wrong, I try to do it myself every time I write, but I often find myself wondering if it's worth to link to a definition or will it be too obvious and come across as condescending.
40.
by mhss 3y ago
Appreciate the clarification. It's a good write up either way!
41.
by mhss 3y ago
You might be right, but the alternative is to resign yourself to stagnation. I'm not sure that's better.
42.
by mhss 3y ago
> It’s more silly not to realize that 60 years ago the janitor could buy a house and put the kids through school, 40 years ago you could get a college degree and buy a house as soon as you graduate… woah, this a completely different topi
43.
by mhss 3y ago
Exactly! it varies by organization and you need to find what your organization cares about, what it values more or less. This is where talking to your manager, observing who gets promoted, etc; The worse organizations are those that say one
44.
by mhss 3y ago
> It's hard not to be cynical when the risk and time investment is on our side while the profits are on their side. I guess we just don't see things the same way. I'm not a business owner. You're seeing things black a
45.
by mhss 3y ago
> Unfortunately many people listen to terrible advice and get exploited by companies before learning the lesson the hard way. It's my opinion, not particularly advising anyone. > I'd be more inclined to believe your advice i
46.
by mhss 3y ago
Unfortunately many people get into a vicious circle of cynicism early in their careers that their lack of growth becomes a self-fulfilling prophecy.
47.
by mhss 3y ago
Not once after a promotion I've been asked to work more than the rough expectation of 8hrs a day (and even that has been flexible). Work conditions vary across companies and it's a shame people gets so cynic that they miss opportu
48.
by mhss 3y ago
The point is knowing where your limit is. A promotion often comes with more money and career opportunities. At least it did for me most of the times. The only time when it didn't I left and found better opportunities within a few mon
49.
by mhss 3y ago
This is silly. A factor may increase your chances significantly yet not be the only factor. This kind of black and white thinking is why people has a hard time navigating life, expecting any kind of guarantees.
50.
by mhss 3y ago
At shitty companies, yes. Look around, companies exist where good work is rewarded. A shitty manager will not notice whether you slack off or finish something diligently. Good managers do notice and reward, when the company is not a shithol
51.
by mhss 3y ago
It's more complicated than that. Becoming a go-to person may get you promoted, if the company has an adequate value system. No company is perfect, but they vary a lot and you need to find companies where they at least try to promote
52.
by mhss 3y ago
You do what you gotta do. The only way to learn really how valuable (in a capitalist sense) you are is by getting offers (ideally multiple) elsewhere. I accepted a counter offer once and stayed 2 more years. Ultimately I left for the same r
53.
by mhss 3y ago
I've always seen risk management as essential to project management, not a separate concept. It's a way to manage expectations. The same work and results will get you a very different outcome if you managed risk and expectations f
54.
by mhss 3y ago
I agree, but it's a hard balance to strike and depends on the writer's target audience. RACI is a pretty common acronym for anyone doing project management professionally. I'd not define REST, HTTP, etc; in an engineering doc
55.
by mhss 3y ago
People that has enough money & wealth to employ others, control corporations who employ thousands and influence the government meaningfully (lobbying). Today, they basically control who is employed and who isn't by deciding how muc
56.
by mhss 3y ago
You make it sound simple. What's the replacement? UBI is at least somewhat within grasp. Completely replacing capitalism is going to take a long time and it's more likely to happen as incremental improvements.
57.
by mhss 3y ago
re: UBI. I don't think they'll let us starve, but that's a very low bar. If we all become fungible and invaluable they can just feed us Soylent green.
58.
by mhss 3y ago
Agreed. It's culture, and culture is very hard and slow to change.
59.
by mhss 3y ago
Indeed. Same thoughts. I think you need business & product smarts here not raw engineering smarts.
60.
by mhss 3y ago
> if you think you're going to make the decisions just because "you're the manager", then I think you're managing backwards. You're making it sound black and white when is not. You do make some decisions. Ju

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