9/7/2023 0 Comments Stack ranking capital one![]() ![]() I was in Borders at Redmond Town Center and I stumbled across Joel Spolsky's new book The Best Software Writing I ( which was sheer luck - I had seen it before but mistaken the current cover for the previous book's cover). Decide that managers are going to plain just manage, and manage super-well.īack to the stack ranking system. Make this part of an effort to flatten management all-around and get more talented contributors back spec'ing, developing, testing, and all that other work. But as a compromise, I'd look back at their individual contributions and if they were happy and productive good employees, I'd give them that chance to side-step back into an individual contributor world. Love your stars, get rid of your clunkers.įirst, I'd want to fire the bad managers. Sure, there might be some sycophantic and burning revenge bits in there but out of this noise would be the stars and the clunkers. Shouldn't the reports ( from the very bottom of the hierarchy) have some kind of say? Folks might actually fill out the manager feedback if they knew there was a spot to rate their boss and have it stick. A problem with the review rating is that it's still something negotiated by the lead and their management. ![]() I haven't seen this given a whole lot of attention. What the hell do I want? To get you to do your job.įolks know that managers get a separate people review rating in addition to their individual rating. I have a great lead now, but I've had some leads who perfected the, " Huh? What the hell do you want?" gaze when I dropped by their office to clarify an implementation detail. The Washington Post recent had an article called " The Mark of a Good Manager." What makes a good manager? One that empowers and trusts their employees with meaningful work and a manager that is available for engaged conversation and is respectful of questions ( a challenge for Microsoft). ![]()
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