Thanks -- but no, for me personally it couldn't be farrher from the case. Meant broadly / generically, bc IME there's so much of this -- and IMHO it's often perpetrated unknowingly. A convenient mechanism to shed light could end a lot of misery.
Those mechanisms exist. The worker could talk to their boss about it. Failing that, they should go to their boss's boss or to HR.
Sure -- but I specified "anonymously" bc so many of those suffering from micromangement, almost by definition, don't have a great working relationship w their superiors.
I would like to see the other perspective, why it is good to micromanage. I’m a non tech founder And I outsource my teach overseas. I don’t trust my team. I really feel over billed (I pay US prices (over six figures per year per programmer) even though this team is in South America) and they have failed over years to really provide a quality service. Not only that but they over bill me and I frequently catch it. Why…
Outsourcing software development is very difficult to do successfully. Some things to keep in mind: 1) Having a project manager on-site that works directly for you helps. 2) Keeping the productive team members and not renewing the rest works well. 3) Outsourcing items with a past history of success and keeping other items that failed on-shore can work too. For example, I outsource web design and QA, but keep developm…
another thing about outsourcing is, if its not in the spec, it literally wont get done
i was once on a project where an app didnt even have images that were the correct (not even proportional) size becuase "sqaure images" werent mentioned in the spec!
What can make this hard is wearing multiple hats. Your boss might be micromanaging, but not with the boss hat, but a senior engineer hat, or an architect or product owner hat. I have considered introducing a convention where people declare what hat they are wearing first! Also if the manager is also the expert in the technical area this can have the same effect. This often happens in small companies where the manager…
There’s a joke I make with colleagues for a fantasy startup we’d call Micromanagr. The pitch “The problem with micromanagement is it doesn’t scale... until now” Jokes aside micro-management has its roots in insecurity and lack of being able trust. Perhaps for a small number it’s also about a power trip but for most it’s simply a lack of understanding of how to delegate and a false belief that you’re the only person t…
This startup exists many times. All those team time tracking and work optimising apps.
Outsourcing software development is very difficult to do successfully. Some things to keep in mind: 1) Having a project manager on-site that works directly for you helps. 2) Keeping the productive team members and not renewing the rest works well. 3) Outsourcing items with a past history of success and keeping other items that failed on-shore can work too. For example, I outsource web design and QA, but keep developm…
another thing about outsourcing is, if its not in the spec, it literally wont get done i was once on a project where an app didnt even have images that were the correct (not even proportional) size becuase "sqaure images" werent mentioned in the spec!
Those mechanisms exist. The worker could talk to their boss about it. Failing that, they should go to their boss's boss or to HR.
Sure -- but I specified "anonymously" bc so many of those suffering from micromangement, almost by definition, don't have a great working relationship w their superiors.
So you think that anonymous feedback instead of direct feedback would improve that working relationship?
Sure -- but I specified "anonymously" bc so many of those suffering from micromangement, almost by definition, don't have a great working relationship w their superiors.
So you think that anonymous feedback instead of direct feedback would improve that working relationship?
Directly? Maybe not.
But I do think the OP's post was targeting a sizeable share of the micromanagers out there who are simply unaware of the harm they're doing, and who might change their behavior if their attention were drawn to it. Which in turn could radically improve said working relationship.
I'm curious, how would they obfuscate code and how could you tell?
Imagine every variable, class, file, and method name being gibberish with no comments. Also, no white space devs usually use to group related functionality in a method. You have to not only figure out what the heck is going on, but also why. It’s very difficult to figure out at first. A normal code base has some (not always descriptive) names. But it’s at least useful for context.
Oh yeah, that's some pretty clear obfuscation. It sounds like a PITA to work with code like that.
So you think that anonymous feedback instead of direct feedback would improve that working relationship?
Directly? Maybe not. But I do think the OP's post was targeting a sizeable share of the micromanagers out there who are simply unaware of the harm they're doing, and who might change their behavior if their attention were drawn to it. Which in turn could radically improve said working relationship.
If the managers aren't aware, then there should be no problem with being direct about it. It's hard to build relationships indirectly.
Directly? Maybe not. But I do think the OP's post was targeting a sizeable share of the micromanagers out there who are simply unaware of the harm they're doing, and who might change their behavior if their attention were drawn to it. Which in turn could radically improve said working relationship.
If the managers aren't aware, then there should be no problem with being direct about it. It's hard to build relationships indirectly.
We're going in circles or talking past each other or something. Not to belabor it, but my point was simply that the ability to share the feedback anonymously would, IMHO, lead to said feedback being provided in many more cases than it'd otherwise be. Do you really disagree with that? What specifically are you arguing? Saying "there should be no problem with being direct" is tangential, and offers no plausible path to solving the problem. Sure, there "should" be no problem -- in some ideal fantasy. But here in the real world, there is a great deal of suffering under micromanagment.