People seem to have some subtle insecurities around broadcasting their activities which contributes a lot to the problem of distributed teams. Ideally all communication goes to everyone and everyone can apply their own client-side filters for what they want to care about. The problem is people want to present a certain face up the org and a different one to their peers so they PM each other and create isolated channels of communication (distribution lists, slack channels, etc). Now have some cognitive overhead of whom to loop in when which creates some other complications because it means if you're receiving a message it's explicit rather than implicit. TLDR - broadcast everything to everyone by default and create a culture of transparency.
GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
221–230 of 320 posts
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#222People seem to have some subtle insecurities around broadcasting their activities which contributes a lot to the problem of distributed teams. Ideally all communication goes to everyone and everyone can apply their own client-side filters for what they want to care about. The problem is people want to present a certain face up the org and a different one to their peers so they PM each other and create isolated channe…
That's impressive. Do they use open channels to communicate everything? compensation? Financials?
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#223Earlier quoted context omitted.
If performance was objectively measured, wouldn't BMW, Mercedes, and Corvettes all perform the same?
Yes, performance can be objectively measured but different companies choose different metrics to optimize. The choice stems from subjective preferences. Hyundai optimizes for price and caters to the middle class, whereas Bugatti optimizes for speed and caters to whatever their market is. So subjectivity is inherent in the metrics we choose.
... and you have your answer to the prior question.
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#224Earlier quoted context omitted.
Just ran my numbers and got about 55% of my current salary assuming a lead position (what I have now, which I would probably not get with them) and "a lot of experience" which I'm on the fence about and they would probably disagree with. Getting rid of the COL deduction by selecting NYC as my location actually makes it reasonable so something tells me not pinning the US salary floor to 1.0 is saving them money and si…
I think they are screwing this up. By offering people medicore, local salaries, they are losing a massive opportunity to clean up on the great talent in remote areas. Why would someone want to live in a low-end city (assuming they are mobile) - when they could live the same 'quality of life' in a much cooler place? Assuming a degree of mobility - the whole point of living in a 2cnd tier place is that you can save a l…
There are a lot of great people who don't want to move to the US.
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#225Earlier quoted context omitted.
Yep, this is absolutely correct in my experiences. I'll chime in, since I'm a remote employee at a company that is hybrid remote/on-site but with the vast majority of employees being on-site. Long story short: I actually started on-site but negotiated part-time remote. Then after about a year of that my spouse accepted a dream job offer on the other side of the state and so it was no question that we were moving. The…
>His response was that I should come to office for 1 or 2 day trips! I understand he missed the point in this case. However, if a company is willing to pick up the travel costs associated with a partly distributed team getting together on a semi-regular basis, that's often a pretty good approach. Yes, processes should be such that ongoing communication is good. However one of the costs of having a more distributed wo…
It seems that having great speech to text would make remote teams workable. Meeting notes are automatically taken and organized into a searchable journal
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#226Earlier quoted context omitted.
Yes, performance can be objectively measured but different companies choose different metrics to optimize. The choice stems from subjective preferences. Hyundai optimizes for price and caters to the middle class, whereas Bugatti optimizes for speed and caters to whatever their market is. So subjectivity is inherent in the metrics we choose.
... and you have your answer to the prior question.
Derailing the intent of your parent comment and then taking the higher ground...good job bud
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#227People seem to have some subtle insecurities around broadcasting their activities which contributes a lot to the problem of distributed teams. Ideally all communication goes to everyone and everyone can apply their own client-side filters for what they want to care about. The problem is people want to present a certain face up the org and a different one to their peers so they PM each other and create isolated channe…
That's impressive. Do they use open channels to communicate everything? compensation? Financials?
Well they do have a compensation calculator on their job listings along with the reasoning
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#228I can't wait for a remote-work company that has a policy like this to get into some kind of legal troubles that warrents subpoenas. This is a prosecutors gold mine. I feel bad for the defense lawers already.
Thats what retention policies are for.
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#229>> 2:41 – GitLab values boring solutions: our product should be exceptional Exceptional products have exceptional UX. Gitlab IMHO has the worst UX of all git based products out there, I much rather take BitBucket over Gitlab. I tried using Gitlab, but no, I would much rather pay the 7$ to GH for my private repos. I sincerely hope they make an exceptional product. And 'should' better be 'must'!
I'm curious what you dislike about the UX. Personally I like the "feel" of the website generally (though it's not as polished as GitHub) and just find it to be slow, which I think they're working on improving.
For me the main issue is that reading READMEs or any other markdown files is tiring and annoying because of the ~1200px width.
Re: GitLab’s Secret to Managing Employees in 160 Locations: Write Everything Down
#230Earlier quoted context omitted.
UX is objectively measured. I don't know why people think it's subjective.
You shouldn't make design decisions from case studies alone, but the subjective experience of each individual user is a perfectly valid measure of UX performance.
No it's not. That is completely against the idea of ux. What someone says is not what they do. Measure. Analyze. Experiment. Tweak. Results. It's all objective data.