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by alexachilles90
1063 days ago
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Let me add: 1) Always micromanage down to the lines of code changes. Have your reports depend so heavily on your next-steps that you maintain your influence on them to the point that nobody can make strategic decision when you are on vacation. 2) Encourage narcissistic, rude, and self-serving behaviors in the teams to the point that the other team members would think that there is no way ahead other than copying these behaviors. Praising one particular toxic dev on a weekly basis (and ignoring all the rest) works perfectly well. 3) Say one thing - do another. Verbally encourage work-life balance, taking care of own family members, creative problem solving, maintaining code-debt, good documentation etc but makes sure to praise the one dev who burns the candle at both ends to report that a project is "DONE" as fast as they are humanly possible (without any detail of what is being done). 4) And last but not the least, definitely throw devs under the bus when a project failed without mitigation plans and definitely do not let the dev amend for their mistake because heads need to roll. 5) Extra tip, isolate devs and DO NOT let them talk to each other (easy during pandemic) in case they form better camaraderie because shudder we definitely do not want them working together! They only need to take instructions from the manager gosh!! |
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I’ll never forget what one of my directors asked me to do a few years ago. I was a first-line eng manager with a handful of native mobile engineers. The Android guy had a better reputation for coding ability than the iOS guy, which was reflected in peer reviews come performance eval time.
Director received this feedback and instructed me to have iOS guy write his code exactly like the Android guy, down to function and var names, classes, logic, etc. No acknowledgement whatsoever that the 2 platforms use different languages, best practices, UI flows, etc., just: “Have him write the exact same code in his language and he’ll learn how to be a good engineer!”