Ask HN: Are most corporate SWE jobs performative?

I have standup every day so my manager knows what I am doing so my 1:1s are:

- General sentiment about problems with the team and company that bother me but that I don’t have a solution to yet or decided how to bring it up with the team.

- Fun / interesting projects I unilaterally decided to dedicate my working hours towards that I never asked permission to work on. Sometimes it ends up being something cool that my manager wants to join in on or promote to a bigger effort.

- About our lives and what's going on.

You can get incredible value out of 1-on-1s with capable managers. Insight about where the organization and product is going that you would otherwise miss, you’ll get to rubber duck about your high-level problems with someone who understands them, and its your time to influence decision making. But it does require a capable and motivated manager and an organization that gives the manager actual agency

"Doesn't merge PRs."

"Doesn't fix issues."

"1m downloads."

there is a lot to pull apart here

there is always an aspect of every job that is performative - even small companies. I like to call this perception management. a lot of any job is effectively communicating what you're doing. a lot of effective communication is also not just saying what you're doing, but also how you deliver the information. people are more likely to listen when you communicate things in a more positive tone, make the information concise in a bottom-line up-front style, use a deeper voice (told to me by my wife and women colleagues), and pace the information in a way that lets people ask follow up questions iff needed. no one should _have_ to do all this, but it does change people's perception of how competent you are. I've seen both sides of this coin - amazing engineers that get no promo because they can't communicate, and mediocre engineers that get promoted quickly due to their ability to communicate. I'd almost even argue that this is how should be - as you climb the corporate ladder, communication becomes a lot more important than technical skills and ability

to your point about 1:1s: if you're not getting anything out of your 1:1s, that's a skill issue and is on you IMHO. even when I had bad managers, I was able to effectively communicate my needs, goals, updates, thoughts, as well as give feedback back; in doing so, I've been able to turn horrible manager-team dynamics into a positive experiences. and I'd always argue it came down to the fact that the people perceive you directly correlates with how serious they'll take your word

at the same time, I can empathize with the idea that some middle managers are just bodies that get in the way - everyone's had their fair share of that. but if you're actually good at your job and communicating , you should almost always be able to get around them when it's really necessary

EDIT: and this is coming from a person who is and will always want to stay as an IC engineer

I used to be a believer in daily standup plus bi-weekly sprint planning, but lost faith with the (possibly cargo cult) methodology I was trying to follow. Adding 1:1 in with that would be far too frequent, and probably far too little real content in each meeting.

Did productivity actually change dispensing with those meetings? Probably not by much, it's hard to say empirically because task estimation was always a wildcard.

Qualitatively, I think a good balance is twice-weekly standup, bi-weekly long form. It adds some structure and regular communication, I think it helps people feel better and have a bit more relationship. But I supplement this with frequent invitations to talk about product ad-hoc, talk about tasking ad-hoc if you feel you're not productive, and schedule more pointed meetings with me whenever I'm free. Which is almost all the time, because I need to not be in meetings in order to get work done or spend time thinking.

Honestly, I don't begrudge anyone a job. If people want to do SWE as a performative role, I'll detect that fairly quickly and let it be, even people under me if I were to climb the org chart beyond the first rung. They actually do serve some benefits to the company and to society, as long as they are amicable and respond positively to requests. I'm eventually going to tune them out for serious/urgent development work, and no one can make any guarantees about protection from layoffs, period. C'est la vie.

If people are driven to achieve more, love engineering products, and enjoy working with technology, it's going to be obvious. We will end up working together to solve problems like gravity creates stable orbits. But I can't realistically only hire those people, or run even a medium size company with only the vital few on payroll. It's statistically unlikely, that's why a unicorn startup is a unicorn. Statistically most SWE roles exist outside of that... right? Like after IPO, in big companies where some amount of bureaucracy is just a fact of the size of the machine.

EDIT: twice weekly standup, although I guess bi-weekly can mean both every other week and twice a week?