101–110 of 117 posts
- How are you feeling?
- What are you excited about?
- What do you have the most anxiety about?
- What could we do better?
Then we discuss any administrative things, blockers, and there's a "What else" section at the end.
Earlier quoted context omitted.
>push for organizational improvements doesn't pay the light bill > a cog in a feature factory pays the light bills. YMMV
Disagree. The answer is somewhere in the middle. Every time some failing startup does a large layoff round, there's always questions of "why does X need Y many engineers?". Too many cogs in a broken organization is just burning dollars and electricity.
Whatever bullshit comes up to justify the meeting. I’ve seriously never had 1:1s go anywhere useful. But that’s also because I believe that 75% or more of people are bad managers (it is hard to be a really good one).
That's really unfortunate. They can be incredible meetings to fix problems, work on your career, grow skills, give and receive feedback, and a lot more. Unfortunately though a lot of managers don't know what to do as you suggest, but some of them can be shown a better way. Putting some things you want on the agenda is a great way to make that change. Then you can take the temperature to what they will be open to. Wor…
Whatever bullshit comes up to justify the meeting. I’ve seriously never had 1:1s go anywhere useful. But that’s also because I believe that 75% or more of people are bad managers (it is hard to be a really good one).
That's really unfortunate. They can be incredible meetings to fix problems, work on your career, grow skills, give and receive feedback, and a lot more. Unfortunately though a lot of managers don't know what to do as you suggest, but some of them can be shown a better way. Putting some things you want on the agenda is a great way to make that change. Then you can take the temperature to what they will be open to. Wor…
But those enlightened managers are rare.
And then the flaw with interviewing your manager is that you often can’t control your manager once you’re hired. I’m currently on manager number four, just one year in to my current role. The other ones all quit or were interim managers.
So for me, it just seems so much more likely to fail than succeed that it’s hard not to take it as a probable waste of time. I wish I could just say no thanks, I don’t want to have 1:1s.
Earlier quoted context omitted.
Disagree. The answer is somewhere in the middle. Every time some failing startup does a large layoff round, there's always questions of "why does X need Y many engineers?". Too many cogs in a broken organization is just burning dollars and electricity.
do things manually for as long as possible until you need to automate it.
I'm going to try and add a different angle to this because most people here have covered what I wanted to say (performance, compensation etc.) I would use this time to find out how your manager is doing in his/her role. Find out how you can help them. Talk to them about their frustrations and how they are feeling. Just because they are your manager doesn't mean you need to treat them like a boss all the time. Show th…
I have pretty bad work-related anxiety and I recently started seeing a therapist who specializes in it. She recommended I start thinking of my role as solely "to make my manager look good". This changed my whole mindset from trying to be a better/more efficient developer to trying to look out for what's on my manager's plate and how my behavior would reflect on her and her team. It's really helped me and I know my ma…
Earlier quoted context omitted.
I have pretty bad work-related anxiety and I recently started seeing a therapist who specializes in it. She recommended I start thinking of my role as solely "to make my manager look good". This changed my whole mindset from trying to be a better/more efficient developer to trying to look out for what's on my manager's plate and how my behavior would reflect on her and her team. It's really helped me and I know my ma…
This sounds good if your organisation is political. However if the coding work is below par it’ll probably get found out sooner or later. Schmooze the boss but wax on wax off make sure the basic job function is being done well enough.
Earlier quoted context omitted.
That's really unfortunate. They can be incredible meetings to fix problems, work on your career, grow skills, give and receive feedback, and a lot more. Unfortunately though a lot of managers don't know what to do as you suggest, but some of them can be shown a better way. Putting some things you want on the agenda is a great way to make that change. Then you can take the temperature to what they will be open to. Wor…
I definitely agree with everything you said. I have had some productive 1:1s where they led to interesting changes to my work. But those enlightened managers are rare. And then the flaw with interviewing your manager is that you often can’t control your manager once you’re hired. I’m currently on manager number four, just one year in to my current role. The other ones all quit or were interim managers. So for me, it…
I'm going to try and add a different angle to this because most people here have covered what I wanted to say (performance, compensation etc.) I would use this time to find out how your manager is doing in his/her role. Find out how you can help them. Talk to them about their frustrations and how they are feeling. Just because they are your manager doesn't mean you need to treat them like a boss all the time. Show th…
I'm going to try and add a different angle to this because most people here have covered what I wanted to say (performance, compensation etc.) I would use this time to find out how your manager is doing in his/her role. Find out how you can help them. Talk to them about their frustrations and how they are feeling. Just because they are your manager doesn't mean you need to treat them like a boss all the time. Show th…
A supervisor is in a position of power over you, it's their job. What's the upside for me for potentially opening up a can of worms where I discuss their performance - that's negative? We are not friends, it's a professional relationship. If they need to talk to someone about their job, they have their boss to talk to.
We are not friends, it's a feudal relationship.
FTFY.