firingtest

6 ms·

1.
by firingtest 16y ago
If you are great at .NET and WinForms please write your email in here and I'll email to you.
2.
by firingtest 16y ago
Internal releases all automated so daily, hourly whatever in every commit and it's almost forbidden to keep your code more than a day at home! even if it's broken I force people to commit to keep it alive. If one code takes more than a day
3.
by firingtest 16y ago
Tell me about it, IT industry (I know from myself) is so spoiled because generally it's rather easy to find jobs.
4.
by firingtest 16y ago
> are they getting any equity? Do they make more (meaningfully more) money if they do a good job? No, I understand this can be a problem but at the same time I don't see a good reason to give them equity. I might give them equity and t
5.
by firingtest 16y ago
I think it's likely due to telecommuting because as far as I've seen telecommuting can do this to you. Unfortunately opening up an office is not something I want to do due to financial overhead and geographical limitations.
6.
by firingtest 16y ago
Either way that shows that the employee is not good, if a person can't handle to do his/her own tasks one by one that person should not be work as a developer. BTW generally assigned person decides how long will it take to finish a task (a
7.
by firingtest 16y ago
Some of them know, couple of them quite new hires who started with a very bad performance (I've no clue how the hell this is possible! - maybe my fault) Also I openly discussed all these issues and invite them to find a solution all togethe
8.
by firingtest 16y ago
To be honest numbers are slightly less I put 8/5 by scaling the current technical team to a little bit more to keep it anonymous (I might be paranoid but my team mates reading HN as well!) But still it's clear that my management skills are
9.
by firingtest 16y ago
I used bad performance to define: Not doing their job which is tickets assigned them (coding, testing, building, buying groceries etc.) So we do have a clear definition of what needs to be done, and it's also clear that who's doing it and w
10.
by firingtest 16y ago
We got clear visions and mottos such as "Be the best technically advanced tool in the field", that's our edge being technically better than other competitors. But well it's a software and not like we are saving the world or ending war in Mi
11.
by firingtest 16y ago
Different countries. I'm a bit lost though, I thought in HN many people thought that telecommuting was way to go and there are cool companies such as 37Signals rocking by telecommuting. Am I missing something? Are those all lies, or do HNer
12.
by firingtest 16y ago
We are tech company, we don't even have sales or marketing department. We do awesome products and people love it. That's how we do and sell. Normally I'm not a manager just an passionate engineer however setting up your own company generall
13.
by firingtest 16y ago
Actually I wasn't considering this but you and many others in here pointed out mass firing would be very bad with very good reasons. Now I changed my mind about this, even if I finalize my decision on firing it'll be worst to better in ever
14.
by firingtest 16y ago
We do many of these, however we don't focus on weekly tangible results which is a really important point and can motivate the team a lot. One of the problems that we don't do web startup which means whatever we do, it'll be generally delive
15.
by firingtest 16y ago
I hope not :) and AFAIK they don't. > If I do projects alone at work for more than a year, I start to hate my life. I know what you mean, that happened to many times when I was working in companies but in my own company luckily I'm not
16.
by firingtest 16y ago
> Regarding nudging: Ask when something will be done (with units of work that are small enough to make this viable), and get them to commit to it. If they repeatedly don't deliver, and fail to communicate the problems, then you know you
17.
by firingtest 16y ago
Thanks, but one of the problems I've got talented guys they just don't work properly, when they do (read: when I nudge them) I've got to give it to them, they are indeed pretty good.
18.
by firingtest 16y ago
Stuff I've tried is mostly about talking, trying different systematic models (time tracking, semi-micro management, constant reporting or leaving them more space, trying to get excited with new technical bits, giving them bonus, cutting the
19.
by firingtest 16y ago
> If you've not introduced automated systems to track what's being done and /help/ them I'm not quite sure why you think we don't have these but we do have all. So everyone knows what's been done, what's need to done and what are the de
20.
by firingtest 16y ago
So I should fire myself :) A fair point but do you really think it's a good team if the team needs a constant manager to nudge to get things done, do you think it's a good company culture to setup? Personally I don't want such a culture in
21.
by firingtest 16y ago
> Before you let them go, have you analysed what makes the difference between their performance being good and bad? What have you tried to motivate them? Have you asked them if there is anything that would motivate them and if there is
22.
Ask HN: Should I fire half of my team because their performance is terrible?
67 points by firingtest 16y ago|92 comments