Episode 29 is out!

We discuss creating a custom software engineer career ladder for your company with returning guest, @timolsh from @Zenput!

Check it out: codingsans.com/blog/software-…

Hosted by @FancyKarolina, powered by @codingsans.

#careerladder #EngineeringManagement
So how do you go about building your own software engineer career ladder?

1. Articulate your company values

It's essential for any important process or framework you want to implement. If you are clearn on your values, you'll make consistent decisions.

#companyculture #Values
2. Get backing from key stakeholders

Senior management certainly has to be on board, but it's best if your entire engineering department is clear on why creating a career ladder for them is necessary.
3. Start building it with only a few people

Early on you want to start brainstorming ideas with the people who have the most insight into career development, the inner workings of your company, and engineering. You want to put together a reasonable draft.
4. Gather feedback

Once you have at least a rough draft, involve a broader group of people from the company, and get their feedback. Expect to introduce a lot of changes to your first draft.
5. Implement feedback

Basically rinse and repeat points 3-4. until you're ready.

+1 Update it regulary

You may outgrow your career framework, so don't be afraid to update it systematically. Don't do it too often, you want to set concrete goals for your engineers!
You're still reading? Awesome!

Check out the full interview for more details: codingsans.com/blog/software-…

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More from @lvlupeng

30 Sep
Episode 28: @olasitarska from @Onfido talks about integrating diversity and inclusion into recruitment for tech.

Full episode: codingsans.com/blog/diversity…

Hosted by @FancyKarolina, powered by @codingsans!

#EngineeringManagement #DiversityandInclusion #womenintech #recruitment
Here are some key points she made in the interview:

1. Creating a diverse team is in your best interest. Teams with individuals coming from diverse backgrounds deliver better results.
2. Diversity and inclusion isn't just about race or gender, but it also includes different personality types or career paths.
Read 5 tweets
16 Sep
Help your developers progress from junior to senior level and beyond - tips from @fnthawar, VPE at @ShopifyEng @ShopifyDevs on episode 27!
Full interview: codingsans.com/blog/from-juni…

Hosted by @FancyKarolina, powered by @codingsans!
#EngineeringManagement #careerdevelopment
Here are some key takeaways from the interview for leveling up engineers:

1. Pair programming is the most effective way to learn. If you want developers to grow quickly, pair them up with a more senior engineer, and it's guaranteed that both people will take away a lot.
2. As an engineering manager you can hand out stretch projects to your developers.
They get an interesting piece of work, and get to see if they want to grow their skills in that direction. You get to see if they show promise for another role.
It's a win-win.
Read 5 tweets
2 Sep
Episode 26 is out with the inner workings of the feedback culture at @GitHubEng with @_ryannystrom!
Hosted by the wonderful @FancyKarolina, powered by @codingsans.
Check out the full interview: codingsans.com/blog/feedback-…

#EngineeringManagement #Feedback #feedbackculture
How do you build an open feedback culture like GitHub?

0. Before anything else, you have to know, even if you’re at a small company, you can’t start it early enough. You need to set up a feedback system with a regular cycle.
1. Have everyone do self-reviews
Wherever you are, it can’t hurt to think about what you’ve been doing over the last months. A bit of self-reflection is a great first stage for your feedback system.
Read 6 tweets
19 Aug
Get good at running one on one meetings without embracing that awkward learning curve: use the experience of @jstanier of @Brandwatch. You also get a chance to win a copy of his new book!
Full interview: codingsans.com/blog/one-on-on…
Hosted by @FancyKarolina, powered by @codingsans
Do you give #feedback at one on one meetings?

1. I use one on ones to give both positive and negative feedback. It's a frequent opportunity to do it. You want your direct reports to always know how they are perceived, rather than only learn about it at performance reviews.
2. You want to avoid giving critical feedback out of the blue. I tend to put a note about the broader topic of my critical feedback in the meeting agenda. It helps them to prepare.
Read 5 tweets
5 Aug
How do you set up newly hired engineering leaders for success? With a great onboarding process.

Nadia Alramli, Director of Engineering @HubSpotDev explains how she managed it.

Hosted by @FancyKarolina, powered by @codingsans

Check it out: codingsans.com/blog/manager-o…
1.
How do you onboard new engineering leaders and managers? @HubSpot’s Case study.

There are two main challenges when it comes to transitioning into a new company as an engineering manager or leader:
2.

1. Building credibility and trust across the board with your teams, reports, and peers.

2. Learning everything there is about the new company’s day to day workings, and the deep context of the ongoing matters.

The key to HubSpot’s success is:
Read 6 tweets
22 Jul
It's out! How to Manage your Engineering Team Under Pressure - Lessons on Antifragility By Adam Wolff @dmwlff From Robinhood @RobinhoodApp and Facebook
Listen or read: bit.ly/3g2stko
Hosted by @FancyKarolina, powered by @codingsans
#engineeringmanagement #Antifragile
1. Preserve optionality:
Not committing to a single course of action is valuable. Incrementality is a great way to make it work in practice. You set a direction, and set up checkpoints where you can stop, and redirect yourself.
2. Skin in the game:
If your employees can succeed without helping the business, that makes the organization fragile. You need to give them the proper responsibility and proportionate accountability to make them thrive.
Read 5 tweets

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