zlacker

>>moored+(OP)
And most people problems are communication problems. Engineers aren't engaged with the product vision or the customer base, and are allowed to silo themselves. Product doesn't see the point of engineers being engaged and feed the engineering team like an in-house outsourcing shop. Sales and CS fail to understand the cost of their promises to individual customers to the timelines of features they're hungry for from the product plan. Goals and metrics for success fail to align. And thus everyone rows in their own direction.

The solution usually isn't "better people." It's engaging people on the same goals and making sure each of them knows how their part fits with the others. It's also recognizing when hard stuff is worth doing. Yeah you've got a module with 15 years of tech debt that you didn't create, and no-one on the team is confident in touching anymore. Unlike acne, it won't get better if you don't pick at it. Build out what that tech debt is costing the company and the risk it creates. Balance that against other goals, and find a plan that pays it down at the right time and the right speed.

>>jeffhe+Gs
I think it’s because companies don’t incentivize people listening to each other. Management doesn’t listen to the underlings and the underlings have to compete to get noticed.

I have only a few people with whom I can discuss something in depth without anybody pushing an agenda. With most people it’s just about pushing through what you want to do.

I am just going through a bunch of sessions where a director has engaged consultants to change our stuff to use a new platform. Nobody who works on the system thinks it makes sense but it can’t be stopped because of the director and a few yes men. Nobody listens.

>>vjvjvj+F11
Makes me think of something my dad and I both talked about with our time in the military. He was Army and I was Navy. But when the ability to promote is tied with ranking against your peers, if you really want to game the system, you essentially sabotage your peers. Which is the exact opposite you want in the military or really any organization. You want to foster a, rising tide lifts all boats with getting the work done. But it hard when your performance evaluations are the complete opposite of that, and I have seen people do it.

I got qualified on our equipment quick and was in a position where I was training my peers who I was ranked against. If I were an asshole, I would have trained them poorly and drug it out. I didn't, but someone who is goal oriented to climb through the ranks as fast a possible, it is a logical action that I could have taken.

>>tcmart+9n1
> If I were an asshole, I would have trained them poorly and drug it out.

That's of course the obvious way this goes wrong. Bad intentions. The much more insidious version is that you could have just been a terrible teachers, maybe you suck at training your peers, and you don't know.

The end result is the same. You look like the only person who gets it amongst the riff-raff, but in this case you don't even have a choice. The system has produced a poor outcome not because anybody abused it, but because it was a bad system.