[tyre]

> waste their nights and weekends doing a variation of your job

Why is that a waste? I'm an EM and code both at work and on nights/weekends. During the work day, I spend most of my time helping other people directly (code review, talking through designs, 1:1s, xfn collab, etc.) To build larger things, I do them nights and weekends.

It's not a waste. I'm better as an EM because of it. And being a better EM gets me more of what I want (fixing healthcare).

Not everyone can do this—and at some point in my life maybe I can't either—but it absolutely makes me better at my job. I don't consider that a waste.

[aprilthird2021]

How are you a better EM because you code nights / weekends? Genuinely curious, as I have to choose managing or continuing as an engineer pretty soon

[halfcat]

Here’s some good food for thought on the engineer/manager decision, [0] and [1]. Good luck!

[0] https://charity.wtf/2017/05/11/the-engineer-manager-pendulum...

[1] https://charity.wtf/2019/01/04/engineering-management-the-pe...

[tyre]

Code review, respect from engineers, directly feeling the pain points in our development process, I can commit small features strategically (like if a partner team isn't getting a lot of love but we're under-resourced), better partner pairing with engineers, balancing tech debt with new features, shipping directly to users builds empathy

[windward]

>I can commit small features strategically (like if a partner team isn't getting a lot of love but we're under-resourced)

Like a 10X (cost) intern?

[cianuro_]

Not sure if I read this wrong.

Are you making the assumption he, as an EM that codes, has the coding skills of an intern?

[windward]

Skill is irrelevant: the output is a small, low-priority feature.

[mcny]

> Why is that a waste? I'm an EM and code both at work and on nights/weekends. During the work day, I spend most of my time helping other people directly (code review, talking through designs, 1:1s, xfn collab, etc.) To build larger things, I do them nights and weekends.

Please take care of your health. Humans need sleep, Even when you think you don't. Try to get enough sleep. Try to have at least some time during the day where you don't have any mental stress.

I have these videos that keep showing on my Instagram suggested reels that remind me that in a hundred or two after I am dead, literally nobody will have any clue I even existed. If hard work makes you happy, that's good. Keep working hard. However, definitely make time for sleep.

Controversial opinion: you shouldn't need drugs (caffeine) to help you wake up.

[GlacierFox]

For a lot of people, their job isn't 100% of their life and their weekends are reserved for... Life. I respect you though. I'm glad your job is something you enjoy to the extent you happily regularly extend it into your personal time.

[vasco]

You just don't know how to manage your time yet. This is every manager's first few months. The totality of your work should be done at work, or you're actually pretty bad at your job, efficiency wise at least. You'll tell yourself you're doing more than others, but eh.

Anyway, people told me that and I scoffed as well, so it's useless to type this, it's the type of thing you adapt after going through it.

[dasil003]

I tend to agree with your assessment of this post, however as you rise up as a manager and possibly executive, one of the most highly valued behaviors is responsiveness. Knowing things and responding quickly, even after hours, can grease a lot of wheels in a large org.

This is actually another argument against coding as a manager. There’s value in staying connected to the craft, and being able to navigate the code base and answer specific questions with facts has a good amount of value. However in a large technical organization with distributed system the hard problems are always people problems, and hence if you want to grow as a manager you need to orient primarily in that direction. It’s okay to spend some time “staying sharp”, but it can be career limiting if you don’t recognize the higher level problems that only a manager can solve.

[ownagefool]

We actually can't judge this without really looking at outcomes.

If the parent leans on the hard earned skills to make better decisions that improves outcomes for their team and by extension the org, then it's entirely possible it makes them a better manager.

Where it gets complicated is questions non-related to this:

- Who and how is anyone measuring outcomes? This is often very difficult in abstract.

- Is the org actually setup to allow these teams to flourish? Will the measurement be fair, or is there effectively internal sabotage?

- What's the reward for being better? Would the parents life actually be materially better for making the effort?

Personally, I agree with the parent. On average, having good ICs making your IC decisions lead to better outcomes. Where there's grey areas is there's more than 1 way to structure this. Player managers are definitely valid. Better than non-technical managers with good soft skills making poor engineering decisions over and over.

Where I'd disagree is the continuous effort. Once you've reached a certain level, a lot of what happens below syntax. Occasionally you end up managing something you don't understand with contention in the team.

At this point, you either invest or defer. The problem with the latter, in my experience, is very few devs have experience with commercials, so most of the arguments are based on laziness, interests, or purism, rather than outcomes.

For the record, whilst there's managers we like working for, if they're not able to extract reward for business outcome for the few that chase that, are they actually any good?