1. Are your reports upskilling relative to their level at the org level. (Skill) 2. Are the reports contributing to completing complex features on time. (Management) 3. Are the reports collaborating with different people in the team. (Collaboration)
So when you say "engineers", what you actually mean are computer programmers or app developers, right? People with computer science related degrees, not engineering degrees, right? I don't think companies like Uber and Digg have any PEs on staff. They probably don't even know what that is.
Some really good takes in here. Thanks for sharing.
great video, totally underrated and deserves more views!
This was an excellent conversation. I learned a lot from this.
Thanks for sharing, always great to hear Will speak, lots of visdom as usual.
Great interview!
Wow, what an amazing prognostication at 35:00. Now, just a year into the AI craze, that seems clairvoyant.
What a great talk. Really good advice and opinions
What an incredible, wonderful interview!
`Rather than feeling motivated by like a moral sense of like justice` => That is the line where you lose your humanity
this was great.
What metrics do you suggest tracking ?
1. Are your reports upskilling relative to their level at the org level. (Skill)
2. Are the reports contributing to completing complex features on time. (Management)
3. Are the reports collaborating with different people in the team. (Collaboration)
How do you measure these metrics in a meaningful way?
So when you say "engineers", what you actually mean are computer programmers or app developers, right? People with computer science related degrees, not engineering degrees, right?
I don't think companies like Uber and Digg have any PEs on staff. They probably don't even know what that is.
You may have a very specific definition of engineering that excludes computer engineering.
Energy management and discussions around staff engineer provides great insights.
Great resource.