yegor256 podcast

Video is here: https://youtu.be/nenmlYhNM50

Measuring the productivity of programmers to many of us seems like a dangerous process, which leads to a lack of value delivered. This is true, but only if you use the wrong metrics to do your measurements. Use the right ones and everything will be fine.

Video is here: https://www.youtube.com/watch?v=yZcNHZ_FJco

Many management experts believe that competition kills collaboration and that's why a software team must not encourage their people to compete. Instead, they should collaborate and help each other. I don't see a contradiction here. Moreover, I don't think that a fully altruistic collaboration is at all possible and/or productive. I argue with Allen Holub in this video.

The video is here: https://www.youtube.com/watch?v=qRuzYdmgjCg

It's a well-known "fact": best programmers are 30x times more effective than their average colleagues. How do you reward them? You pay them 30x salaries. Of course, you don't. However, they do deserve such a reward and won't work hard, if you don't give them something of this size. The only replacement of money is recognition, which you can give them only through fair competition.

The video is here: https://youtu.be/2bEB3phUXA4

If there is no competition in your team, everybody will soon be interested in making deals and cheating. The only simple rule that may prevent this from happening: when I win, you lose. If such a rule exists there, your team members will always be interested in achieving more instead of compromising the system.

The video is here: https://youtu.be/pgwVAaV0tRw

Shift-M podcast: https://www.yegor256.com/shift-m.html

Allen Holub personal website: https://holub.com/

Allen's Twitter: https://twitter.com/allenholub

Video is here: https://youtu.be/8OKdilyNOIg

I think there is a simple metric we all can use to understand who the minds of managers in teal organizations work. Just count the amount of message they send you every day and you will understand where you are standing compared to others in your team. No sarcasm.

The video is here: https://youtu.be/TmAJPeM4UlE

Video is here: https://youtu.be/ECu4kXLYrD4

A famous book "Reinventing Organizations" suggests a new model of management, where people are not personally responsible for mistakes, but everybody altogether share responsibility and avoid hierarchies. I don't understand how this can work. It can't.

Video is here: https://youtu.be/WZlIb5oxDBQ

If you are a teacher, a mentor, or a team leader, your job is not to give your people the final opinion about their results. This would be a terrible mistake. Instead, you should make sure they work for the market and the market evaluates their performance. Best team leaders know how to do that.