Think like a Engineering Manager

Off-boarding

Members can leave the company for various reasons, and as a manager, it is important to take action. Hoping for the best is not a strategy. In the case of a low-performing member, I can kindly issue an official warning, set clear objectives for improvement, and re-evaluate the results. If there is a conflict between members, I need to be mindful and go beyond the situation to list our expectations with corresponding actions. Finally, if a member has a big chance to grow at another company, I can have an honest discussion with that member about the trade-offs.

Balance at Work

As an engineering manager, it is important to balance involvement in meetings and getting your hands dirty on some topics. The goal is to become a companion to teams. Here are my two actions to deal with the situation:

Dedicate time for important-but-not-urgent tasks and prioritize them daily.
Categorize work into four lines including management, project support, OKRs, and self-study.

Management

Conduct interviews
Evaluate candidates after interviewing
Conduct sharing sessions
Onboard new members
Onboard teams to projects
Plan resources by assigning teams to projects
Develop strategies for teams
Off-board team members

Project support

Review code
Review documents
Get my hand dirty on several issues

OKRs

Write guidelines
Enhance DevOps toolchain
Provide training sessions

Self-study

Read Hacker News
Experiment with new technologies
Take courses to learn new skills
Read books to expand my knowledge
Conduct research on emerging technologies

Comments

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Just another career path

As a software engineer, I recently have heard of a lot of feedback from my colleagues and friends that they don’t see their career path or they don’t know how to move to the new levels in their company. No exception, I used to have that thinking before. In my opinion, there is a very important reason why people are struggling to find the answer because “career path is not always the job titles”. Normally, each company has its own job titles such as junior-level developer, middle-level developer, senior-level developer, teach lead, software architect, CTO, etc. Hence, it is not true that a job title is reasonable for every company. The interview is often conducted hardly to find a candidate matching the company title. If we have a good enough job title standard, the interview would take place very easily, right? Therefore, I prefer to define my own career path through what skills are gained under a job title. But wait, why do I need a career path? To me, a career is an indispensabl...

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