4 жыл бұрын
4 жыл бұрын
4 жыл бұрын
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@sojibrajii Жыл бұрын
Hi bro, Are u looking for a professional KZfaq thumbnail designer?
@stickybandit2346 Жыл бұрын
If you really look for problems deep enough, you will find too many to deal with. Otherwise 1:1's are just stupid status meetings and no one is going to be the one to complain because their is no positive reward for that. They just want the paycheck and for you to leave them alone.
@truthdogschell8473 2 жыл бұрын
Good stuff! Thank you for sharing 😊
@ThatDesignFeelUX 2 жыл бұрын
I like the idea to try to generate continuous feedback for peers. I'll add a couple of these questions to my template
@LearnAndGrowHub90 2 жыл бұрын
Awesome 👌very helpful
@LearnAndGrowHub90 2 жыл бұрын
What does an ideal manager should do post one on one conversation??
@ThatDesignFeelUX 2 жыл бұрын
I always ask my 1-1s at the end of the call "is there anything you need me to focus on or action for you this week?" And if they give me tasks I put them on the stickie board.
@MrMosoani 3 жыл бұрын
I learned something valuable today thanks to you! I just got promoted and I need this to have a good starting point.
@cyruscodes6766 3 жыл бұрын
Congrats on the promotion! Good luck.
@NAWABE78 3 жыл бұрын
Great analogies and great questions.
@tengjiaowang6074 3 жыл бұрын
These are all great questions, however, as a manager, I personally feel like we should also let team ask the questions they have in their mind. It is more like bidirectional conversation.
@sujithkumar804 3 жыл бұрын
my manager always wants us to ask qstns :-)
@olehbaranovskyi2219 2 жыл бұрын
Tengjiao Wang great suggestion!
@MichaelLe22 3 жыл бұрын
Great advice! As a new manager, this helps!
@cyruscodes6766 3 жыл бұрын
Glad to hear it Michael! Good luck 👍🏽
@papamamachannel8307 4 жыл бұрын
Greetings from my side. First of all I would like to say thank you soo much for your kindly this is really helpful for me I try to lead the team as I'm working at the hotel. You are truly inspired me in so many way. !! Please make more video I'm follow you and waiting for next video soon. Lastly I'm happy while I'm listening to your voice it's true. **
@cyruscodes6766 4 жыл бұрын
Thank you! You got this 👊🏽
@MrLondonGo 4 жыл бұрын
I went to this vid on the basis of me being the subordinate lol. Was still helpful though.
@cyruscodes6766 4 жыл бұрын
Ha, glad it was helpful!
@jatinjain4196 4 жыл бұрын
Super helpful. Thanks.
@cyruscodes6766 4 жыл бұрын
No problem, Jatin!
@clarkd1955 4 жыл бұрын
If you don’t program for at least 50% of your time, and actually get into and contribute to the projects your staff are working on, you aren’t qualified to be a software manager. If you don’t code all the time, your staff will become increasingly better than you which means that they should be in the driver seat rather than you. You can’t teach others about programming techniques when your own technique is atrophying away. I wrote this before listening to this video and I notice the author sees software managing in the same way. Cheers.
@cyruscodes6766 4 жыл бұрын
Thanks David! Glad you liked the video 😃 One thing I’ll mention is that I think it’s okay - maybe even great - for engineers to be more technically competent than their manager. It should be a goal of every manager to hire the best team possible! But that’s no excuse for an engineering manager’s skills to atrophy, like you said.
@clarkd1955 4 жыл бұрын
Cyrus Codes Again I agree with you, however, a manager that has less skill has to have enough wisdom to know when to use a subordinates extra skills and when to keep a project in line with the big picture. Such managers are very hard to find. Generally the manager makes the decisions and issues his orders and this might work if he still knows what actually works but less so if not. Developers that are better than the manager normally just move on. The only rule that can’t be broken in software development is that no rule is without exceptions. Cheers. (PS I have developed software for micros for 43 years for over 65 different companies and still going.) (Bought an IMSAI in 1975.)