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As a principal engineer at Meta and LinkedIn, it’s still the most productive team I’ve ever been on
I worked on a 20-ish team of good-but-not-brilliant engineers. Our secret weapon was liking each other and having very low turnover over the course of 10 years. As a principal engineer at Meta and LinkedIn, it’s still the most productive team I’ve ever been on
The devops ppl talked about culture too. Seemed not too helpful. Afaict toxic managers and C-level managers make for bad culture. Now what?
Earlier quoted context omitted.
Reading your post, I just realized that "bad culture" perfectly explains what bothered me about my last workplace. So thank you for that concise tag to put on what I was seeing. As for your "now what", companies with a bad culture will be at a competitive disadvantage. Their efforts to wring more productivity out of their broken culture usually make the culture worse. My advice would be to leave ships once you realiz…
Glad I could help, but if the solution is "good culture" and culture is made by managers and C-levels, and they're not doing it, writing blogs that are, effectively, saying "good management makes people productive" is so obvious that it hardly seems worth saying. What might be more pointed, instead of pointing to the "useful effects of good culture" why not have actual tactics on how to reform or remove bad managemen…
But I don't think my comment is as hopeless as all that. There are places with better culture; all other things being equal, they should be out-performing places with bad culture. That means that they should be more likely to hire, and more likely to pay better. So, if you're in a place with bad culture, don't just sit there. Go looking.
I worked on a 20-ish team of good-but-not-brilliant engineers. Our secret weapon was liking each other and having very low turnover over the course of 10 years. As a principal engineer at Meta and LinkedIn, it’s still the most productive team I’ve ever been on
No matter how much I try to explain to some executives that you don't want the most productive individuals, you want the most productive team, they just don't get it.
I think the points being made here are mostly good-ish. The last place I worked created a team of principles whose whole goal was to create a system to turn jira tickets into PRs and it was incredibly demotivating and bore no fruit before I left. But, and maybe I'm just a curmudgeon, but I kind of wonder why we write articles like this. Like if a culture is bad, is it likely a CEO is going to be looking for random bl…
I think its a way to speak out and get it out there, than stay unspoken. Author as well others who share same opinion get some validation that they are not only ones.
I think the points being made here are mostly good-ish. The last place I worked created a team of principles whose whole goal was to create a system to turn jira tickets into PRs and it was incredibly demotivating and bore no fruit before I left. But, and maybe I'm just a curmudgeon, but I kind of wonder why we write articles like this. Like if a culture is bad, is it likely a CEO is going to be looking for random bl…
The devops ppl talked about culture too. Seemed not too helpful. Afaict toxic managers and C-level managers make for bad culture. Now what?
https://en.wikipedia.org/wiki/Workplace_democracy
The idea that we shouldn't be able to vote for our bosses is completely ridiculous. If we had truly collaborative workplaces it would probably unlikely another $50 trillion worth of value once you give workers the ability to exercise their voice (passionate workers want stable working environments, if executives are never held accountable by their subordinates how can we argue such an unfree system is worth preserving?).