This looks like a thinly worded ad for Nginx Plus.
Adopting Microservices at Netflix
21–30 of 70 posts
Re: Adopting Microservices at Netflix
#22Earlier quoted context omitted.
Kind of a tangent, but having worked at two companies that have a "unlimited" vacation policies, I can say that I detest the concept. It's basically an anti-policy. There are two major ramifications of unlimited vacation policies: 1) It changes how you feel about taking time off. Rather than paid time off being something that you have "earned", you evaluate your PTO in comparison to your teammates - specifically most…
Seems like #1 would be a symptom of having the policy without the culture to back it up. Was that your experience? For #2, I've worked for several companies, only one of which had a compensation package for unused vacation. All the rest have been use-it-or-lose-it by the end of each year. Getting paid for unused time sounds like a luxury. But I also recommend negotiating for more time off when you sign on, especially…
#1 sounds like it could be solved with culture, but actually good culture works against solving it. Good culture means you hire considerate people and considerate people don't take more than their "fair share" (i.e. the median).
Re: Adopting Microservices at Netflix
#23Netflix doesn’t have an HR manual. There is a single guideline: “Act in NetFlix’s best interest.” The idea is that if an employee can’t figure out how to interpret the guideline in a given situation, he or she doesn’t have enough judgment to work there. If you don’t trust the judgment of the people on your team, you have to ask why you’re employing them. It’s true that you’ll have to fire people occasionally for viol…
This is similar to what people in those despicable countries are doing. In the name of "best interest for the country" people in power can do whatever they want.
"Best interest" is hardly a measurable or even agreeable term.
Re: Adopting Microservices at Netflix
#24The submission title should include 'Lessons for Team and Process Design', as it's a part of a series.
I agree, the title was shortened after I shared the link here.
Re: Adopting Microservices at Netflix
#25Earlier quoted context omitted.
I don't disagree, but I thought this was an interesting tweet on the subject "The more talent density u have the less process you need. The more process u create the less talent you retain. -- Reed Hastings (@netflix)" https://twitter.com/billwscott/status/571761964839505920
The second sentence I agree with, but not the first. An 'untalented' developer is one who is perhaps slow to complete features, needs work on their design patterns, produces buggy code, etc. Process isn't needed for these people, rather it is for people who do or try to get away with things like: expense excessive purchases, frequently lie about being sick to get out of working, speak or act in a lewd or unprofession…
Process isn't wearing a suit to work. Process is having to fill out paperwork and present to a change review board to do things like modify a DNS record or install a service. Process is to keep morons from breaking what everyone else is doing correctly. If you have a team of people who know how to manage DNS in a way that won't explode, the request process be pared down to an email asking them to do it and trusting they will, them trusting you're not asking for no reason, and management trusting it won't jeopardize the system.
Re: Adopting Microservices at Netflix
#26Netflix doesn’t have an HR manual. There is a single guideline: “Act in NetFlix’s best interest.” The idea is that if an employee can’t figure out how to interpret the guideline in a given situation, he or she doesn’t have enough judgment to work there. If you don’t trust the judgment of the people on your team, you have to ask why you’re employing them. It’s true that you’ll have to fire people occasionally for viol…
G'Day, I work at Netflix, and we hire what's been called "fully formed adults". Here's a quote that can explain it better than I (also see the full article): Source https://hbr.org/2014/01/how-netflix-reinvented-hr/ar/1 : "Hire, Reward, and Tolerate Only Fully Formed Adults Over the years we learned that if we asked people to rely on logic and common sense instead of on formal policies, most of the time we would get…
While this isn't nearly as bad as companies like Valve which go around claiming not even to have any managers, let alone any policies, it still means you're going to run into this:
http://en.wikipedia.org/wiki/The_Tyranny_of_Structurelessnes...
Re: Adopting Microservices at Netflix
#27Netflix doesn’t have an HR manual. There is a single guideline: “Act in NetFlix’s best interest.” The idea is that if an employee can’t figure out how to interpret the guideline in a given situation, he or she doesn’t have enough judgment to work there. If you don’t trust the judgment of the people on your team, you have to ask why you’re employing them. It’s true that you’ll have to fire people occasionally for viol…
This seems like something where "when it works, it works great", but when it doesn't... I can easily see just a couple rotten apples spooling that who could damage that whole system very quickly.
And the rotten apples get sacked, according to this post:
Re: Adopting Microservices at Netflix
#28Netflix doesn’t have an HR manual. There is a single guideline: “Act in NetFlix’s best interest.” The idea is that if an employee can’t figure out how to interpret the guideline in a given situation, he or she doesn’t have enough judgment to work there. If you don’t trust the judgment of the people on your team, you have to ask why you’re employing them. It’s true that you’ll have to fire people occasionally for viol…
Yes, it is pretty arbitrary. It's not very different than how Valve works, other than valve firing and hiring less people. Now, what you have to take into consideration is that it's written as a contrast to all kinds of other places that run a command structure where it's your boss' job to figure out what is good for the company. I don't know about you, but I have worked in those environments before. They attract bad…
Interesting how we're happy to talk about companies in a Positive light that do good things, but don't want to name names when it comes to the shit-holes we've ejected ourselves from.
Re: Adopting Microservices at Netflix
#29Netflix doesn’t have an HR manual. There is a single guideline: “Act in NetFlix’s best interest.” The idea is that if an employee can’t figure out how to interpret the guideline in a given situation, he or she doesn’t have enough judgment to work there. If you don’t trust the judgment of the people on your team, you have to ask why you’re employing them. It’s true that you’ll have to fire people occasionally for viol…
G'Day, I work at Netflix, and we hire what's been called "fully formed adults". Here's a quote that can explain it better than I (also see the full article): Source https://hbr.org/2014/01/how-netflix-reinvented-hr/ar/1 : "Hire, Reward, and Tolerate Only Fully Formed Adults Over the years we learned that if we asked people to rely on logic and common sense instead of on formal policies, most of the time we would get…
I think rather than "fully-formed adults," what's described here is mutual compatibility. Which is kind of unfortunate, as weird as that sounds.
We'd all like to work with people who operate with the same understanding, ethos, sense of humor, etc. It makes the day better, right? No office drama, no awkward meetings. But I would contend doing this tends to put you at a genetic disadvantage, and that some types of confrontation are essential for growth. Introducing only like-minded people will produce linear results.
What codified HR rules do is put some workplace guidelines around humanity - that allows a dissonant group of varied people to, you know, be themselves without necessarily worrying about conforming to avoid ruffling feathers.
Perhaps it's more nuanced than that, but it sounds more like "hire people you like" expressed somewhat condescendingly as it is.
Re: Adopting Microservices at Netflix
#30Earlier quoted context omitted.
Yes, it is pretty arbitrary. It's not very different than how Valve works, other than valve firing and hiring less people. Now, what you have to take into consideration is that it's written as a contrast to all kinds of other places that run a command structure where it's your boss' job to figure out what is good for the company. I don't know about you, but I have worked in those environments before. They attract bad…
Interesting how we're happy to talk about companies in a Positive light that do good things, but don't want to name names when it comes to the shit-holes we've ejected ourselves from.
Is that really interesting? I would be surprised if people were more eager to make enemies and potentially make themselves look petty than to make friends.