|
|
|
|
|
|
by gymbeaux
1052 days ago
|
|
|
These pieces stuck out to me: Find out what the problem is, use your 1:1s to understand what makes people tick, and build a system that helps empower those who thrive with autonomy while simultaneously developing strategies to help those who are still struggling. Don’t punish everybody because of the missteps of few. I don’t think I’ve ever had a manager that really gave a fuck enough to “understand what makes people tick” much less build a system that helps empower them… and it makes sense- the mid-level SWE who’s been stuck at mid-level for 10 years got “promoted” to manager… and you think that sort of person is going to perform that job with distinction??? |
|
|
Middle managements are usually not your brightest employees, they are kept at these roles to take shit from the employees instead of the executives while they are used as a power proxy by those executives. During covid their roles got minimized and executives had to meet the engineers/employees directly and for one actually do some work, which is probably one of the reasons why the push back to the office just bring back the old ways.