Yup, this is the thing: “I think this is actually a really important point to understand about remote work – on the remote teams I’ve been on, the the whole team has adopted a working style where all important team communication happens over Slack / video calls / email. IMO if your team is mostly remote, you’re forced to adopt a remote-first working style.”
Original source: Working remotely, 4 years in
“All the ‘demands’ millennials have that people think are so outrageous are things everyone wants–work/life balance, recognition when they do a good job, a sense of purpose–this is all stuff managers should be giving to their employees, anyway,” says Michael Greer, a digital marketing consultant who has led employee training and development initiatives for over a decade. “The complaints and demands you’re hearing from your millennial employees are the same ones everyone else is grumbling about where you can’t hear them.”
Original source: Why Are We Still Talking About the ‘Millennial Problem’ in the Workfor
Whether you’re doing waterfall, DevOps, PRINCE, SAFe, PMBOK, ITIL, or whatever process and certification-scheme you like, chances are you’re not using your time wisely. I’d estimate that most of the immediate, short-term benefit organizations get from switching to cloud native is simply because they’re now actually, truly following a process which both focuses your efforts on creating customer value (useful software that helps customers out, making them keep paying or pay you more) and managing your time wisely. This is like the first 10–20 pounds you lose on any diet: that just happens because you’re actually doing something where before you were doing nothing.
Less developer meetings, more pairing up
When it comes to time management, eliminating meetings is the easiest, biggest productivity booster you can do. Start with developers. They should be doing actual work (probably “coding”) 5–6 hours a day and go to only a handful of meetings a week. If the daily stand-up isn’t getting them all the information they need for the day, look to improve the information flow or limit it to just what’s needed.
Somewhat counter-intuitively, pairing up developers (and other staff, it turns out) will increase productivity as well. When they pair, developers are better synced up on most knowledge they need, learning how all parts of the system work with a built in tutor in their pair. Keeping up to speed like this means the developers have still less meetings to go to, those ones where they learn about the new pagination framework that Kris made. Pairing helps with more than just knowledge maintenance. While it feels like there’s a “halving” of developers by pairing them up, as one of the original pair programming studies put it: “the defect removal savings should more than offset the development cost increase.” Pairs in studies over the past 20+ years have consistently written higher quality code and written it faster than solo coders.
Coupled with the product mindset to software that involves the whole team in the process from start to end, they’ll be up to speed on the use cases and customers. And, by putting small batches in place, the amount of up-front study needed (requiring meetings) will be reduced to bite-sized chunks.
For example, at a large health insurance company, the product owner at first worked with business analysts, QA managers, and operations managers to get developers synced up and working. The product owner quickly realized that most of the content in the conversations was not actually needed, or was overkill. With some corporate slickness, the product owner removed the developers from this meeting-loop, and essentially /dev/null’ed the input that wasn’t needed.
Assign this story to management
Staff can try to reduce the amount of meetings they go to (and start practices like pairing), but, to be effective, managers have the responsibility to make it happen. At Allstate, managers would put “meetings” on developers calendars that said “Don’t go to meetings.” When you read results like Allstate going from 20% productivity to 90% productivity, you can see how effective eliminating meetings, along with all their other improvements, can be on an organization.
If you feel like developers must go to a meeting, first ask how you can eliminate that need. Second, track it like any other feature in the release, accounting for the time and cost of it. Make the costs of the miserable visible.
This concept of attending less meetings isn’t just for developers,The same productivity outcomes can be achieved to QA, the product owners, operations, and everyone else. Once you’ve done this, you’ll likely find having a balanced team easier and possible. Of course, once you have everyone on a balanced team, following this principle is easier.Reducing the time your staff spends in meetings and, instead, increasing the time they spend coding, designing, and doing actual product management (like talking with end users!) get you the obvious benefits of increasing productivity by 4x-5x.
If you feel you cannot do this, at least track the time you’re losing/using on meetings. A good rule of thumb is that context switching (going from one task to another) takes about 30 minutes. So, an hour long meeting will actually take out 2 hours of an employee’s time. To get ahold of how you’re choosing to spend your time, in reality, track these as tasks somehow, perhaps even adding in stories for “the big, important meeting.” And then, when you’re project tracking make sure you actually want to spend your organization’s time this way. If you do: great, you’re getting what you want! More than likely, spending time doing anything by creating and shipping customer value isn’t something you want to keep doing.
It may seem ridiculous to suggest that paying attention to time spent in meetings is even something that needs to be uttered. In my experience, management may feel like meetings are good, helpful, and not too onerous. After all, meetings are a major tool for managers to come to learn how their businesses are performing, discuss growth and optimization options, and reach decisions. Meetings are the whiteboards and IDEs of managers. Management needs to look beyond the utility meetings give them, and realize that for most everyone else, meetings are a waste of time.
‘The question of whether, or how much, incentives actually spark a community’s economic growth is still unsettled. That’s partly because coming to any bottom-line answer is extremely difficult given all the possible variables in any scenario. “The overall conclusion is that effectiveness is there,” says Peter Fisher, a professor emeritus at the University of Iowa and the research director of the nonprofit Iowa Policy Project. “But it’s pretty small, and small enough that incentives end up being a very costly strategy.” In his opinion, far too many state and city boosters indiscriminately spray financial giveaway packages, which ends up costing them more than it should.’
Original source: The Problem With Courting Amazon
While I don’t disagree with this kind of ASTOUNDING FINDING, what it usually means that in addition to engineering, it turns out you need these other skills. I sure STEM is necessary, but not sufficient to be a good nerd in corporate America:
“among the eight most important qualities of Google’s top employees, STEM expertise comes in dead last. The seven top characteristics of success at Google are all soft skills: being a good coach; communicating and listening well; possessing insights into others (including others different values and points of view); having empathy toward and being supportive of one’s colleagues; being a good critical thinker and problem solver; and being able to make connections across complex ideas.”
Original source: The surprising thing Google learned about its employees — and what it means for today’s students
‘between 2011 and 2012, the polling company Gallup conducted the most detailed study ever carried out of how people feel about the thing we spend most of our waking lives doing – our paid work. They found that 13% of people say they are “engaged” in their work – they find it meaningful and look forward to it. Some 63% say they are “not engaged”, which is defined as “sleepwalking through their workday”. And 24% are “actively disengaged”: they hate it.’
‘To them, finding an antidepressant didn’t mean finding a way to change your brain chemistry. It meant finding a way to solve the problem that was causing the depression in the first place.’ Link to original
“During that first month, Walsh’s disbelief and even fear about what was happening in the White House moved her to think about quitting. Every day after that became a countdown toward the moment she knew she wouldn’t be able to take it anymore. To Walsh, the proud political pro, the chaos, the rivalries, and the president’s own lack of focus were simply incomprehensible. In early March, not long before she left, she confronted Kushner with a simple request. “Just give me the three things the president wants to focus on,” she demanded. “What are the three priorities of this White House?”
It was the most basic question imaginable — one that any qualified presidential candidate would have answered long before he took up residence at 1600 Pennsylvania Avenue. Six weeks into Trump’s presidency, Kushner was wholly without an answer.
“Yes,” he said to Walsh. “We should probably have that conversation.””
** Managing is complex, but starts with some pretty simple tasks. Link to original
‘As a self-proclaimed Black “nerd” and active social media user, Moore also cites cultural differences as one of the main reasons tech companies don’t hire more people from underrepresented minorities groups. She herself remembers laughing awkwardly alongside white college peers and classmates to jokes she didn’t necessarily find funny due to cultural differences in social cues and communications styles: “If you weren’t friends with a Black woman in your class partly because there were no Black women in your class or partly because your interests, maybe her interests aren’t the same, if you’re not even friends with those people, you’re definitely not going to start a business with those people. You’re not going to think about those people when you’re creating your technology.”’
Capabilities such as creativity and sensing emotions are core to the human experience and also difficult to automate. The amount of time that workers spend on activities requiring these capabilities, though, appears to be surprisingly low. Just 4 percent of the work activities across the US economy require creativity at a median human level of performance. Similarly, only 29 percent of work activities require a median human level of performance in sensing emotion.
…or: “Knowledge work is a lot more like cloud than traditional IT.”
Of course, it is most certainly not in the interest of knowledge workers to go to their bosses and declare that they have “spare capacity.” At best, they might then be judged in performance reviews as having an easy job and being not very productive. At worst, the bosses might decide that these employees could be cut. Thus it is to every knowledge worker’s benefit to look busy all the time. There is always a report to write, a memo to generate, a consultation to run, a new idea to explore. And it is in support of this perceived survival imperative that the second driver of productivity—knowledge transfer—gets perverted.
The rest of the piece is good stuff. Notice how much of the thinking follows the same pattern of opex vs. capex thinking of cloud, and the somewhat similar notions of continuous delivery. I’d also add that if you follow a small batch (smaller amounts of work delivered more frequently, rather than big projects delivered once), you’re given more opportunity to re-allocate your “knowledge workers” to different projects. As the author points out, this means you have to rejigger how HR/roles and responsibilities work; staff policies don’t currently favor moving people from project to project like you see in (management) consulting.
Working at home, with a family, is a challenge, as this nice overview piece at The Register goes over. You think you’re trading all those interruptions from co-workers talking about the sportsball or just complaining about the daily grind, but you’re actually trading in for a different set of co-workers, your family. And their requests for your attention are harder to stonewall than chatty cube-mates.
And then there’s the whole “out of site, out of mind” effect with management at work. I’ve worked at home on and off (mostly at home) over the past decade and it has it’s challenges. I lead a public enough work-life, along with remote working aware folks, that Management forgetting about me rarely comes up. However, as my kids have grown up and there’s, consequently, more going on at home, figuring out how to shut-out my family is a constant challenge. You see, that’s the taboo part! “Shut-out” – you could say “manage” or all sorts of things, but if you follow the maker/manager mentality that most individual contributor (non-managers) knowledge workers must, you have to shut people (“distractions”) out.
What I didn’t know at the time was that this is what time is like for most women: fragmented, interrupted by child care and housework. Whatever leisure time they have is often devoted to what others want to do – particularly the kids – and making sure everyone else is happy doing it. Often women are so preoccupied by all the other stuff that needs doing – worrying about the carpool, whether there’s anything in the fridge to cook for dinner – that the time itself is what sociologists call “contaminated.”
I came to learn that women have never had a history or culture of leisure. (Unless you were a nun, one researcher later told me.) That from the dawn of humanity, high status men, removed from the drudge work of life, have enjoyed long, uninterrupted hours of leisure. And in that time, they created art, philosophy, literature, they made scientific discoveries and sank into what psychologists call the peak human experience of flow.
Women aren’t expected to flow.
It’s like there’s a maker/manager/mother time management paradigm. (Speaking of that privilege: here I am, with time to type this very post.)
Context switch like Nietzsche
What I’ve been doing is tying to reprogram my mind to think in slices of time fragments and to gorge on 60 minute time spans when they come up. I recall learning that one of the reasons Nietzsche wrote so many aphorisms was because he didn’t have time to write longer pieces; his chronic sickness conditions (whatever they were) gave him little “flow” time.
When I shifted to work at Dell and was on the road the at 451 Research, I was similarly afflicted with fragmented time (at Dell, you’d be in meetings all day because that’s how things ran). I remember one time when I was 451 Research I’d been trying to finish a piece on SUSE and was walking down a ponderously long casino hallway: I just stopped, pulled out my laptop, and started typing for about ten minutes. Finding those little slices that adds up to a full 90 to 120 minutes is hard…but, at least with non-programming knowledge work, you can get over the tax of context switcthing enough to make it worth it.
However, this is all within a large context: the computer. All of that partial attention swapping on the Internet over these years has helpfed warp my brain to work in fragments, but now I need to train my mind to swap between computer and “real life.” So far, it’s slow going.
Resisting the shut-out
All of this on the other hand, I really value working from home. I enjoy seeing my kids and wife all day long (so much more so than all those random run-ins with people in the office). I like being in my own environment, being able to eat at home, and on those rare occasions when I’m in a boring, useless, but obligatory meeting, doing something more useful with my time as I listen in. I have one of the better situations I’ve ever had at work right now: everyone on my team, including my boss, is remote. This means we all know the drill, use the tools, and coordinate.
As my wife is fond of telling me, I should just lock my office door more, which is true. The other part that you, as a remote worker, have to program your brain for is: you’re going to be interrupted while you’re in “flow” a lot. Just accept it. In the office there’s plenty of fire-alarms, going to lunch, people stopping by your desk, and so on. We can’t all be on the flat food diet. My other bit of advice is to take advantage of being at home and a flexible work schedule to do more with your family. If you’re like me, you travel a fair amount as well. So just as I have to gobble up every long span of time greedily, when I’m home and have the chance to do things with family, I try to.
There were many things I could do for two or three days and earn enough money to live on for the rest of the month. By temperament I’m a vagabond and a tramp. I don’t want money badly enough to work for it. In my opinion it’s a shame that there is so much work in the world. One of the saddest things is that the only thing a man can do for eight hours a day, day after day, is work. You can’t eat eight hours a day nor drink for eight hours a day nor make love for eight hours—all you can do for eight hours is work. Which is the reason why man makes himself and everybody else so miserable and unhappy.
The traditional kind of corporate meeting starts with a presentation. Somebody gets up in front of the room and presents with a powerpoint presentation, some type of slide show. In our view you get very little information, you get bullet points. This is easy for the presenter, but difficult for the audience. And so instead, all of our meetings are structured around a 6 page narrative memo.
Size and internal vs. external coordination costs matter a lot. North of 100 people in a company, employees don’t all know each other. Politics become important. Incentives change. Signaling that work is being done may become more important than actually doing work. These costs are almost always underestimated. Yet they are so prevalent that professional investors should and do seriously reconsider before investing in companies that have more than one office. Severe coordination problems may stem from something as seemingly trivial or innocuous as a company having a multi-floor office. Hiring consultants and trying to outsource key development projects are, for similar reasons, serious red flags. While there’s surely been some lessening of these coordination costs in the last 40 years—and that explains the shift to somewhat smaller companies—the tendency is still to underestimate them. Since they remain fairly high, they’re worth thinking hard about.