221–230 of 370 posts
While I can understand some of the arguments made about juniors getting some extra benefit from having everything close to hand, the sheer pace of the hit pieces against remote the last month or so is hilarious and very telling.
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100% disagree. I will NOT be productive at a desk if you put me in front of a single monitor, period. That has been the case since I first tried a dual screen in a professional setting and realised the benefits. A related note is that I loathe garbage keyboards. If you make me type on some garbage rubber-dome with unbalanced and scratchy keys, I will not be happy.
>I will NOT be productive at a desk if you put me in front of a single monitor, period. Give me a break. Software development has been going on for decades now on all kinds of hardware (how did all those Software developers survive all these years??). You can be productive and get your work done on a single monitor, you just prefer dual monitors.
With great difficulty, and/or by having printed reference material in a readily reachable position - think program listings, magazines, reference books, paper notes.
Before remote, the office was already increasingly hostile. Open floor plans, some groups having shared seating, and offices for roughly no one. Now, it’s worse. Everything is “reservable equipment” of garbage monitors, windows keyboards, and 400 dpi mice. I suspect it’s harder for a junior to succeed anywhere today vs 2012. The office is not built to foster development or innovation. It’s an exec’s idea of what a so…
> I suspect it’s harder for a junior to succeed anywhere today vs 2012 When I was a jr engineer I was paired with some senior people who showed me the ropes. They expected it would take some time to come up to speed and intentionally worked to help me get there. They took my college degree as "proof I could learn" and then taught me what I needed to know. Over the last decade, I've seen less and less mentoring. Even…
I agree, and for this reason, I don't like the framing of the editorialized headline, which lays blame only the Junior employee. We also have to consider this a failing among management, whether that be a direct supervisor who isn't taking an active enough role in the junior's development, or a higher manager who is giving out too much work so as to leave no one time for development.
ETA: the submitted headline has since changed.
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> no source code on your laptop Cybersecurity policies and work from home has always been extraordinarily strange to me. Optical character recognition exists. Big Corp, trust me, if I wanted to steal your stuff, I'd have it already. Stop locking my laptop down, we both know that's mostly a scare tactic.
The definition of “on laptop” is pretty ambiguous also
This is not a surprise to me. I think it also applies to some people who are senior and new on a project or team. Or people with a more synchronous working style. I think remote has been toxic to productivity in all sorts of companies and for all sorts of people. I think there's in general a "personality type" that does really well with remote in a certain kind of job and thrives with fairly asynchronous disconnected…
I wonder if it is really so much down to just personality, or if training, process changes, and better tools could largely ameliorate the differences? I have a hunch that as more work shifts remote, new ways of working will evolve.
It takes time and effort as an individual, and more time and effort as an organization.
If you don't put in that time and effort, you won't be good at it, like any other skill.
This is not a surprise to me. I think it also applies to some people who are senior and new on a project or team. Or people with a more synchronous working style. I think remote has been toxic to productivity in all sorts of companies and for all sorts of people. I think there's in general a "personality type" that does really well with remote in a certain kind of job and thrives with fairly asynchronous disconnected…
As a senior developer, if working just in the office as was expected in the past I was distracted by things like a story about the weekend two colleagues are having in the background that sounds amusing, or the junior developer constantly spinning around on his chair to ask a question about something because "you're there". I always had time for that kind of thing but my productivity suffered and I was always frustra…
Was work the only place you got this? I'm so glad I don't have these extended socializations and don't miss them the slightest. In my experience, they were all just useless banters and people trying to form hierarchies/comparisons/political interest groups.
Any company that tries to move away from full WFH are holding themselves back. Given the option of working from home, most people will choose WFH.
Maybe its different for a single person who doesnt have much human interaction outside of work. Even so I feel like those interactions don't necessarily degrade significantly via video chats. You cant smell them through the screen and that might be a good thing.
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> It's like you didn't even read my post, just looked for the hook to drop in and proclaim your superiority. Seemed to me it was just a counter-point to your post. If you don't have anything productive to add, that's fine, but resorting to personal attacks doesn't really make your argument/viewpoint look better. From my own personal experience, I'd mirror what the previous poster said. Most of the top performers in a…
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Not everyone is born/made to be a top performer at work. And that is fine, especially as it is probably the least interesting quality in a human being, especially outside of work.
This is not a surprise to me. I think it also applies to some people who are senior and new on a project or team. Or people with a more synchronous working style. I think remote has been toxic to productivity in all sorts of companies and for all sorts of people. I think there's in general a "personality type" that does really well with remote in a certain kind of job and thrives with fairly asynchronous disconnected…
I just don't find this argument convincing. The tasks does not change because its remote, rather the costs have gone up to hire junior developers while costs to increase producitivity in existing devs have dropped significantly. Namely, github copilot, which removed a lot of "hey junior can you write a class to talk to this CRUD api" to "hey github generate snippets of boilerplate code that I can tweak to my exact ne…
In fact, I think it will allow juniors to contribute faster and for high-school drop outs, code bootcamp grads or single moms to get hired more easily since instead of a steep learning curve, copilot allows them to quickly produce.
I'd agree with the argument if there was no such thing as entropy and senior developers were a static resource that didn't depreciate but every company is going to need new blood just because the seniors are eventually going to retire or move to different companies for their own growth.
The big appeal of juniors is usually low salary and willingness to work long hours and so juniors will often be attractive to companies.
(quoting book) Amanda Nock, a tech leader and devops expert who posts frequently to Twitter, offered this in response when I posted on Twitter about how to hire good people remotely, “When I hire remotely, I ask about their online friends.” Nock doesn’t need the details of anyone’s online friendships, but she needs to know that the person has developed a serious friendship online; otherwise that person probably doesn…
What does a "good" relationship on Twitter even look like? Is the author looking at specific metrics like number of posts per day, no of replies per post?
While I overall agree that hiring remote requires a new perspective and new set of questions, but ...their social media engagement? Some of the best engineers I've ever worked with had ZERO social media presence.
(quoting book) Amanda Nock, a tech leader and devops expert who posts frequently to Twitter, offered this in response when I posted on Twitter about how to hire good people remotely, “When I hire remotely, I ask about their online friends.” Nock doesn’t need the details of anyone’s online friendships, but she needs to know that the person has developed a serious friendship online; otherwise that person probably doesn…
It would never occur to me ask them personal questions about the number and nature of their online friends ... very strange and invasive.
As an aside, many recruiters like to control the conversation with the candidate and have all messages/emails go through them ... this is a great way for the recruiter to hide a candidates communication weaknesses.