jevanish

6 ms·

1.
by jevanish 27d ago
That’s a very good point that you need to protect your codebase. I 100% agree. Left to their own devices, AI can add a lot of extra code you don’t need, overbuild features and functionality, and create a lot of unintended consequences. If y
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Why your infrastructure is more important than the next LLM release(ito.ai)
6 points by jevanish 27d ago|2 comments
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MTTR is the wrong metric for Engineering Teams today(ito.ai)
6 points by jevanish 2mo ago|0 comments
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Pitfalls of Customer Feedback That Create Bad Products(jasonevanish.com)
3 points by jevanish 1y ago|0 comments
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Affordable healthcare for founders without employer coverage(jasonevanish.com)
1 points by jevanish 1y ago|0 comments
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by jevanish 6y ago
Yeah, HR cannot help you be a better manager, especially considering many of the worst managers and experiences people have at their companies involve HR. Those training sessions are also terrible. Even if they did have good content (instea
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by jevanish 6y ago
Yeah, certainly consequences matter. The more they have to change or else X (which they really don't want), the more likely they are to change. That said, unfortunately, many will only do just enough to not get fired.
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by jevanish 6y ago
It's certainly a two way street between a manager and team member to work well together, but in my experience the best managers in Silicon Valley/tech retain great people for a long time. In fact, many bring former team members wi
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by jevanish 6y ago
Totally agree. Trying to lead clubs and student groups in college taught me more about leading than anything I did in a classroom.
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by jevanish 6y ago
If you're doing it right as a manager, it's not about authority. Instead, you should be working to align interests and support your team. Having someone younger than you as a manager can feel awkward, but if they actually invest i
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by jevanish 6y ago
Knowing what to do is a hugely uphill battle on its own, but then actually being brave and making the time to have the necessary discussions with your team is another level. Many managers are afraid of doing so or fear the time commitment.
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by jevanish 6y ago
This^. Well said.
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by jevanish 6y ago
Certainly finance has its own terrible reputation and problems, but that does not absolve Silicon Valley / Tech companies from doing better. They absolutely have the knowledge, funding, resources to do better.
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by jevanish 6y ago
The reason the Valley is different is because if you have 35% turnover at most companies, you're out of business. In Silicon Valley, you can hide it behind more recruiters and funding. I've talked to multiple companies with first
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by jevanish 6y ago
I appreciate the skepticism, but that's a very fixed mindset. People can absolutely change and I've seen it hundreds of times. It certainly can take a "come to Jesus" moment like you find out your team hates you, you get
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by jevanish 7y ago
A lot of employees either A) don't know what to talk about or B) aren't sure what their current manager considers safe topics. Questions like the above (though not all of them) can help spark discussion and get them to open up. I&
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by jevanish 7y ago
Getlighthouse.com can help you run your 1 on 1s and access questions like these with your notes.
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by jevanish 7y ago
Why do you think they hate it?
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by jevanish 7y ago
Your 1 on 1s are going to evolve over time with them. At the start you want to simply build some rapport and get a feel for their work style. Ask them about how they prefer certain things like project updates and how to handle problems that
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by jevanish 7y ago
1 on 1s as status updates are horribly inefficient, which is why managers should not use their 1 on 1s for them. However, when a manager uses 1 on 1s for what they're actually for (career growth, feedback, blockers, coaching, praise, e
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by jevanish 7y ago
Why do you have a hard time sticking to it? What do you end up doing instead?
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by jevanish 7y ago
This is awesome. I bet your team really loves working with you.
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by jevanish 7y ago
You may find this helpful too then for you to get started on them and see where you may want to learn more deeply: https://getlighthouse.com/blog/one-on-one-meetings-template-...
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by jevanish 7y ago
Can't you give most of those status update-y things another way? Seems like most of that would be covered in a standup, or email. Your 1 on 1 could be so much more: your career growth, situations you want help with, feedback and ideas
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by jevanish 7y ago
From Creativity Inc, by Pixar cofounder Ed Catmull: “My door had always been open! I’d assumed that that would guarantee me a place in the loop, at least when it came to major sources of tension like this. Not a single production manager ha
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by jevanish 7y ago
That's really unfortunate. They can be incredible meetings to fix problems, work on your career, grow skills, give and receive feedback, and a lot more. Unfortunately though a lot of managers don't know what to do as you suggest,
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by jevanish 7y ago
This is really good advice ^ Measured, and with good variation.
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by jevanish 7y ago
Your concern makes sense if it's all they do. Status updates and talking about your managers needs would be a crappy 1 on 1 if that was every time. It's supposed to be the employee's meeting. However, if you mix up what you t
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by jevanish 7y ago
This is really good. A lot of the other replies do talk about how bad managers will take credit for your work, but the good and okay ones will appreciate this and it will work out. Assume your manager is a good human being, or go find one
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by jevanish 7y ago
Agree with those thoughts and would add that especially for things like 1 on 1s, you need to see someone's reaction to questions you ask. For instance, I talk about feedback from a team member for you...are you defensive? are you surpr

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