- Some gifs showing Vim capabilities. Why I use Vim.
- More about the philosophies behind vim. Why Atom can’t replace vim.
- A browser game, similar to the great Threes for iOS, with a binary twist. 2048 It can be a little addictive, though.
- An this is another brilliant game. Create your own metro system. Mini Metro.
- 3 wrong ways of storing a password and some examples to do it in a more proper way. And more about setting a salted password hashing.
- Don’t be a technical masochist. It is good to have options and recognise best tools for the job.
- An article about the different issues (while mostly stating age on the title) that can be growing on the current “startup culture”. Maybe a little exaggerated in some aspects, but an interesting read nonetheless. Silicon Valley’s Youth Problem
- About Agile as a buzzword and getting back to the core of the Agile manifesto, two related articles: Agile is dead (Long Live Agility) and Agile is Dead: The Angry Developer Version. I write something related to this a while ago.
I think that one of the most challenging things in my life as a developer is the Impostor Syndrome. Unless you’re stuck into a mediocre job, where everyone around you is pretty lame (and, believe me, if you’re in that situation, you want to get out as soon as possible), I think it is quite common to get that feeling of “wow, I don’t deserve to be here” feeling from time to time.
I am pretty terrible at myself, and I suspect I am not the only one. If I achieve something, that great feeling of “Oh, yeah!” will wear out after a few hours or days. I still remember sometimes failures I did at High School and feel bad about them. Yep, it sucks.
I have also perceived that it’s more dependent on yourself and team dynamics, that really on how smart people surrounding you is. Currently, I am in an astonishing place to work, where there are plenty of super amazing people. Surely I get impressed with great stuff often. But in previous jobs I had, where people were way less awesome but there were less communication, I felt it even worse.
Probably because we are painfully aware of all our limitations, the times we procrastinate, our failures, our own struggles with stuff that’s hard. But we perceive others more as their successes, their external results and their progress. One of the most common advice when performing live is to learn to “keep going” after a mistake, because it’s more important to continue that to allow that mistake to make you lose focus. With lack of positive reinforcement and seeing how valued is your work, it is very difficult to see your achievements and see yourself as a valuable member of a team.
I am more and more convinced that a great team and a great atmosphere are two of the most important things at job (if not THE most important), as well as in life. After all, we want to be reasonably happy while we’re working. Heck, we deserve to be happy at work.
That’s why I consider that giving good feedback to your co-workers is absolutely capital. Of course, when deserved. Of course, honest. It has to come from the heart. But I’m pretty sure that most of developers out there are way more eager to say and mean it “this is crap” than “this is fantastic“. And it shouldn’t be.
One of your most important duties as a developer is to show appreciation to your fellow co-workers so they know they’re great (and you know they are)
- Good tech lead, bad tech lead.
- Can we please please stop telling people that coding is easy?
- Confessions of an Intermediate Programmer. The perception and psychology of competence.
- The Science of Making your Story Memorable Some interesting advice about presentations. The presentation itself used as example is interesting as well.
- Thirty percent feedback to iterate faster.
- The classic “your problem with Vim is that you don’t grok vi” response in Stack Overflow.
- A very nice list of Python articles. Best Python 2013
- Companies and startups are different. Not only in size, but qualitatively. An startup is based on the search for a business model, while a company is based on the execution of a business model.
- A typewriter to print water paints. Amazing.
- How much is time wrong around the world, actually meaning how places in the world are synchronised to “12 AM when sun is higher”.
- A reflection about how Internet is so full of strong emotions and is so judgmental.
- When It’s your job to give bad news, because we don’t live in an ideal world.
- Writing is hard.
- This is a wonderful comment (in Hacker News)
- A great initiative to clean up Vim code. Neovim. It includes a fundraiser to help in the initial phase.
I think that one of the most overlooked components on any sane company culture is Respect. That’s probably true also for any relationship, also outside work environment, but I think is usually forgotten when nice places to work are described.
When I look back about the things that bothered me the most, most of them are related to disrespect, even in relatively minor form. It can be personal disrespect or not respecting the work itself or even the customers. Probably because is something engraved, it’s easy to take for granted when it exists, and to identify more problems deviating from the lack of it when is not present. We typically talk about how great cultures are innovative, open, communicative, fun, collaborative, etc. but one of the prerequisites that makes these values worthwhile is Respect, both to your coworkers and to the work itself.
Without Respect, ideas are accepted mostly depending on who present them, and need to be imposed. Even when there are explicit request for ideas, they take the shape of “suggestion boxes” where no one really looks into them. So, in practice, being proactive is discouraged unless you’re in a power position.
When there is Respect, ideas can be freely exchanged without fear of not being talking seriously. They are also welcomed from any source, not only through the “chosen channels”. There can be hard scrutiny, but it will be fair, and rejections will be reasonably based in facts.
Without Respect, a “funny, relaxed atmosphere” can be easily transformed into harassment and abuse. Jokes will actually hurt. Closed groups, extremely aggressive with everyone external with them, will be formed. That can include groups outside the company, like mocking customers or partners. Some groups will be appointed as intrinsically “better” (engineers, executives…) as others (secretaries, workers…) and generate asymmetrical relationships, with one part dominating the other.
When there is Respect, jokes are played just for the laugh, and are taken up to the correct limit for everyone, as there are people with thicker skin than others. If those limits happen to be crossed, the problem will be arisen and people will sincerely apologise and correct their behaviours in the future, without external influence. Occasionally the customers or partners can be make fun of, but the quality of the delivered software will be took extremely seriously (the highest form of Respect for customers) and their requests or suggestions will be taken into account when making new features.
Without Respect within the company and the different groups, no particular measures will be enforced to protect anyone or anything. Therefore, it will be easy for someone to take advantage of that, ranging from lower the quality of the work to be a moron and degrade the working environment. Code will devolve into an unreadable mess, and technical debt will grow uncontrollably. Hiring standards will get lower, and not-that-great people will be part of the team (technically, but also in a more personal sense). Also, the expectations will be to work overtime regularly, without any contingency plans or treating it as a bad sign.
When there is Respect, the organisation truly cares about the people, and not just as an empty statement. This includes understanding when overtime is unavoidable evil and work as a team to avoid it as much as possible. And when it happens, everyone do as much as they can to make it as short and enjoyable as possible. There will be understanding when someone wants to leave because they have a genuine different interest, leaving the door open if things don’t turn out for the good. Learning and personal growth will be encouraged with actions, not only with words.
Trust, a extremely important value, can only arise if there is Respect. Without Respect, fear and uncertainty will replace real trust. Being honest needs trust and confidence in the other part, as real honesty can be, and sometimes should be, uncomfortable to hear. Formality and defensiveness take control over honest feedback and team work when respect is not present. Any long-term relationship also needs Respect to stay healthy.
Being imperfect human beings, we cannot probably achieve perfect respectful relationships at all times. But we should try to be as respectful as possible, identifying our mistakes and the ones of the organisation, and move up towards the Respect ladder. That makes a much healthier (and happier) environment for all. We should recognise the Real Respect, as the word is often abused.
It is great to aim for having a great organisation or startup, with a thrilling culture. But, in order to get to establish a funny, exciting, learning, diverse and passionate place to work, we should lay strong foundations with Respect. Identify it, and not tolerate the lack of it.