Life Hacks for an Engineering Manager

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  • เผยแพร่เมื่อ 6 มิ.ย. 2024
  • Speaker: Purnima Kamath
    Meetup: Speakers Session: Journey of Senior Developers - Women Who Code Singapore
    Purnima Kamath shares what it takes to be an Engineering Manager.
    Event Page: www.meetup.com/Women-Who-Code...
    Produced by Engineers.SG
    Recorded by: Ka Ho Ying
    Help us caption & translate this video!
    amara.org/v/p5le/
  • วิทยาศาสตร์และเทคโนโลยี

ความคิดเห็น • 24

  • @karunakarh
    @karunakarh 4 ปีที่แล้ว

    Awesome presentation! You have very well summarized the role of Engineering Manager. Thanks for sharing the video on TH-cam.

  • @Prajyot101
    @Prajyot101 3 ปีที่แล้ว +1

    This is very helpful. Thank you for sharing your experience.

  • @Sandyrockson85
    @Sandyrockson85 3 ปีที่แล้ว

    Awesome presentation/talk , Very well describes Engineering manager role. I kind of motivated .
    Thanks for sharing.

  • @SuperChikna
    @SuperChikna 3 ปีที่แล้ว

    All known points but still needed to hear it out loud. Thanks for the video and effort.

  • @ronaldvalerasantana9399
    @ronaldvalerasantana9399 4 ปีที่แล้ว

    This was very helpful for me. Thanks for the upload.

  • @samaptidas2373
    @samaptidas2373 2 ปีที่แล้ว

    Great presentation and really helpful to start a journey as an Engineering Manager…..👏👏👏

  • @soumyajitmukherjee9398
    @soumyajitmukherjee9398 3 ปีที่แล้ว

    Very well articulated

  • @esilvajr
    @esilvajr 3 ปีที่แล้ว

    I totally agree about the 1:1s.
    Amazing video.

  • @ahmadluthfiahmadazhari1046
    @ahmadluthfiahmadazhari1046 2 หลายเดือนก่อน

    Thank you. That's a really helpful sharing session.

  • @srinivasuluyedire6858
    @srinivasuluyedire6858 4 ปีที่แล้ว

    Nice presentation!

  • @yunshanzhu718
    @yunshanzhu718 2 ปีที่แล้ว

    Good speech , very down to earth, honest

  • @Auxillia
    @Auxillia 3 ปีที่แล้ว +4

    Oh my god, the point about junior developers hit my spot. Feels so satisfying that you mentioned that. I worked with senior developers who are stuck in their old ways and adapt too slow. Junior developers have larger potentials, they just need the right leaders and mentors.

  • @rajaramvenkataramani8475
    @rajaramvenkataramani8475 3 ปีที่แล้ว +16

    I am sorry, I bumped into this video.
    Two points:
    1) Hire Junior Developers : It goes to show there's clear discrimination based on age. Just get with the fact that, its not the age, but an individual that gels to the culture/learning curve.
    2) Engineering managers don't code: You're right in pointing out the need of delegation. But there are times, managers should roll up their sleeves to get into the core of the problem. Sometimes its important to put the problem on hand as first priority.

    • @waqarahmad5939
      @waqarahmad5939 3 ปีที่แล้ว +4

      Totally agree. In my experience, if your team is mostly junior engineers then there are huge gaps in design and code quality, and it makes a maintenance nightmare. A development team should always be a mix of experience, mid-level, and juniors. Where junior engineers bring new trends and seniors ensure design and code are evolveable. My two cents.

    • @hellothere848
      @hellothere848 ปีที่แล้ว +1

      hiring junior engineers is the best thing any manager can do.. this helps Managers to identify the gaps in the processes, need to build framework and build strategy which gets overlooked when you have only senior folks who know how to navigate things.. also only way you can scale a team is by hiring entry to mid level and grooming the senior for your job so that you can move up

  • @Pingsmingu
    @Pingsmingu 7 หลายเดือนก่อน

    Very good presentation

  • @br3nto
    @br3nto 2 ปีที่แล้ว +2

    I honestly believe that managers of dev teams should and must be in the code. Part of managing is managing the quality of the technological output of the team. You can’t manage quality of code without being in the code. Sure, you could outsource quality checking, but then you have to trust that whoever is doing the quality checking is doing a decent job.
    Likewise, for team appraisals, you can’t appraise team members and mentor them without seeing the output of their work, which is primarily code. A manger of a dev team has to read the code of their team so that they can provide effective feedback to their team.
    Devs teams simply cannot be managed effectively by people who cannot directly assess the quality of the code of the project or by people who cannot not assess the quality of the code of the individuals within the team. You may be an awesome people manager, but managers need to manage the output the team which requires the manager to be an expert in that output. People manages may get good results on the surface, but as more time goes by the state of the code will inevitably decrease to the point that it becomes impossible to make efficient changes.
    Also, timesheet approvals should be delegated to HR and not done by the managers.
    Hiring should also be done by someone who is technically skilled as a software engineer, again because of the quality of output aspect.

    • @AUniqueHandleName444
      @AUniqueHandleName444 11 หลายเดือนก่อน

      Timesheets just shouldn't exist for software engineers haha.
      Although engineering managers should know code, their day to day shouldn't involve code. They should be a passionate lifelong technologist who doesn't need to code in their day job to stay up to date. Virtually all of their time should be spent on managing, strategy, planning, building relationships, etc. Not coding.

  • @sivajik
    @sivajik 3 ปีที่แล้ว

    Wish I saw this few years ago 😁😁

  • @piyushjaiswal8993
    @piyushjaiswal8993 ปีที่แล้ว +1

    The raise thing is 100% true, I was given EM role and was on same pay for next 1 year until I asked them for raise.

    • @AUniqueHandleName444
      @AUniqueHandleName444 11 หลายเดือนก่อน

      Companies are just scummy in that way. So, so few can resist the urge to try to scam their employees.

  • @sanjibishere4videos
    @sanjibishere4videos 3 ปีที่แล้ว +3

    I am sorry but this is a speech from some one who "acts" like a good manager but isn't one. For one thing you'll notice is that in all the examples, she uses the pronouns I/me instead of we/us. As a manager, your team comes first. It's a selfless act.

  • @ursneeo
    @ursneeo 3 ปีที่แล้ว

    Had you been my manager, I would have left the team immediately. You are so bad.