I was thinking today about a certain aspect of running a software startup and then it came to me...

Hank Scorpio, from the Simpsons, was right in his approach.

So many time I have seen people get hired only for the company to get a less-than-optimal performance from them.

But why is this? Of course, it is many factors but one of the major ones is...

Employers seem to lump employees in together and assume that since most developers operate in one way that the new devs should be the same way.

The problem with this seems to be that we are all pandering to the lowest common denominator.

Let's face it, most devs (like most people) are not good, and almost everyone is not living up to their potential because of a lack of understanding of themselves and how they can achieve more.

On top of that, most devs are just employees who will do what you tell them to.

Since those above developers are the norm (Reference Seinfeld "95% of people are undatable") we have to assume that there is a 5% who are exceptional.

The difference between the 5% and the 95% is NOT some built-in superiority but that the 5% has a good idea themselves and an understanding of how to get the most out of them. They set goals and then find the right path to achieve them. They don't coast.

By assuming these developers are the same as the others is REALLY hampering their potential and by doing this the company only hurts itself.

So, that's a lot of talking but what actionable things can be taken away from this?

Hank asks Homer "What is your dream?"

Well, employeers should take the time to identify which of these developers are in the 5%. A problem arises though when the 5% decide it is in their best interest to blend in.

Like when home says his dream is to "Work for you?" Hank shuts him down and wants to get to the truth. He makes Homer comfortable with not only vocalizing but achieving his dreams.

When an employer is looking for their types they should be looking for the following...

1. A real genuine desire to achieve
2. A real plan to get their goals done
3. Critical thinking and self-evaluation

But more importantly, when they identify these types they should be asking questions like...
- How can we help you be more productive?
- Is there anything about our current operating norm that is hindering you?
- How does your productivity workflow look?

3 difficulties arise though…

1. Most hiring managers are incompetent, and quite frankly, everyone thinks they are in the 5% and for those managers who delude themselves into this without putting in the work, they will have an impossible time actually identifying those who are actually good and productive employees.
2. Showing special treatment to these folks may upset the people below.
3. You will hear things you don’t like…

Examples include…

- That new fancy open-office that you got because it was the trendy thing to do, you might hear that this is a huge hinderance.
- These days people seem to treat devs like nomads, “just give him a laptop and a table and he is fine”!. You may hear that this is complete BS. Real achievers may want a dedicated desk with multiple monitors, a desk with drawers etc.
- This WILL cost you money. I know of developers who cannot work without a dedicated whiteboard. Buy them whatever they need.
- They may want BOTH a standing desk and a chair to sit on.
- Etc.

The point is that it seems to me to be a foolish strategy to tailor your entire company to force everyone into the same work habits. Really good employees have the self-awareness to develop their own productive practices and any keeping of them inside a box will NOT help.

We had today a meeting in management that ended in a discussion about prevention instead of crisis and risk management.

Or to make it bit simpler: prevention instead of treatment.

In IT / management / government, treatment is usually the way - you let the crisis happen, despite knowing it could have been prevented, and treat the damage / crisis.

Needless to say, the discussion escalated like usual.

It's funny how managers are able to put sentences like: "it's important to have quality assurance like prevention but staying within budget should be priority" (loosely translated from German, it's hard - sorry)...

You mean the budget that exploded and quadrupled in size because you dumb fuckers pay no attention to quality assurance? Or the additional cost of hardware, maintenance etc. to compensate for the fuckups regarding performance evaluation and regression testing?

"We cannot prevent everything nor anticipate everything, it's safer to deal with an estimated risk than with the unknown"...

"But we'd need to invest in ..., which reduces value"

I could give more details, but I think the point is clear... the discussion became quite heated and the longer it went on, the more I wanted to have an morphine drop with suicide option...

Why do people hate prevention so much?

Is the concept that hard to understand? You prevent things to not deal with crisis.

You invest to prevent loss.

It's just one of these weeks where the only happiness consists of tipping the delivery guy with 20 % plus and getting an honest smile.

:(

Who the hell invented this industry where smartest individuals are being evaluated by those who didn't understood technology well enough and moved to management (it's usual scenario, though there are exceptions)?

Can you imagine surgeon performance/quality being evaluated by some clerk who may or may not had studied medicine earlier, but wasn't good enough to become surgeon itself so ended up in hospital administration.

Or can you imagine bridge engineer having his/her performance/quality evaluated by someone who had built bicycle shed 5 years ago?

Damn, yet in software industry it's pretty normal.

(Don't confuse management with performance evaluation. I know management have different scope and duties, but idea that management does the performance evaluation is so damn broken.)

** this means words are muted **

Friday:
I send a mail the client a Google doc with elaborate details about evaluation of an Android tablet from a Chinese manufacturer.

Monday:

The client is upset, he says "You say there is no GPS chip on the tablet while the manufacturer says otherwise"

Me- "I have clearly mentioned that it has a GPS chip"

Client- Opens the Google doc, points to a sentence. Looks at me like I did something horrible.

Me - **This guys is either word blind or something else is wrong with him, the line reads 'GPS chip available'**

Me- "Look, it says 'GPS chip available'.

Client- **Blinks n blinks again** "Alright, but why did you share a Google document, why not PDF, docx"

Me-**Politely** "You can download the document in any format, look I will show you..."

Client- "It should have been in the mail itself ideally"

Me- **WTH** "We normally maintain a document for such things to keep everything organised, but if you want I will put everything in mail itself"

Client- "Hmm.. do both from next time"

Me- "Alright" **BS**

Client- "Why is the new feature taking so much time"

Me- "As planned earlier, we going to deliver it tomorrow"

Client- "Why not today??" **Gives a strange look.**

Me thinking - **Enough**

Me- "See, I am trying to integrate a smarten with a socket connection, reading it's data via exposed APIs that are hardly documented, we need faster performance so I need to implement caching, multi threading, offline handling, multiple processes to avoid memory fluctuations, sync adapter to sync data...."

Client- "Ok ok ok, it's fine if you give working build tomorrow"

Me- "Ok, fine"

#limit

I don't care about market cap. Stick your hype-driven business practices up your ass. Infinite growth doesn't exist. I won't read your fucking books and attend your fucking bootcamps and MBAs. You don't have a business model. Selling data is not a business model. Fuck your quick-flip venture capital schemes, and especially fuck your “ethics”.

I will be the first alt-tech CEO. I only care about revenue. The real money, not capitalization bubble vaporware. You don't need a huge fleet of engineers if you're smart about your technology, know how to do architecture, and you're not a feature creep. You don't need venture capital if you don't need a huge fleet of engineers. You don't need to sell data if you don't need venture capital. See? See the pattern here?

My experience allows me to build products on entirely my own. I am fully aware of the limitations of being alone, and they only inspire lean thinking and great architectural decisions. If you know throwing capacity at a problem is not an option, you start thinking differently. And if you don't need to hire anyone, it is very easy to turn a profit and make it sustainable.

If you don't follow the path of tech vaporware, you won't have the problems of tech vaporware, namely distrust of your user base, shitty updates that break everything, and of course “oops, they raised capital, time to leave before things go south”.

A friend of mine went the path I'm talking about, developed a product over the course of four years all alone, reached $10k MRR and sold for $0.8M. But I won't sell. I only care about revenue. If I get to $10k MRR, I will most likely stop doing new features and focus on fixing all the bugs there are and improving performance. This and security patches. Maybe an occasional facelift. That's it. Some products are valued because they don't change, like Sublime Text. The utility tool you can rely on. This is my scheme, this is what I want to do in life. A best-kept secret.

Imagine 100 million users that hate my product but use it because there are no alternatives, 100 people in data enrichment department alone, a billion dollars of evaluation (without being profitable), 10 million twitter followers, and ten VC firms telling me what to do and what data to sell.

Fuck that. I'd rather have one thousand loyal customers and $10k MRR. I'm different, some call it a mental illness, but the bottom line is, my goals are beyond their understanding. They call me crazy. I won't say it was never about the money, of course it was, but inflating your evaluation is not “money”. But the only thing they have is their terrible hustle culture lives and some VC street wisdom, meanwhile I HAVE products, it is on record on my PH. I have POTDs, I have a fucking Golden Kitty nomination on health and fitness for a product I made in one day. Fuck you.

aagh fuck college subjects. over my last 4 years and 7 sems in college, i must have said this many times : fuck college subjects. But Later i realize that if not anything, they are useful in government/private exams and interviews.

But Human computer Interaction? WHAT THE FUCK IS WRONG WITH THIS SUBJECT???
This has a human in it, a comp in it, and interaction in it: sounds like a cool subject to gain some robotics/ai designing info. But its syllabus, and the info available on the net , is worse than that weird alienoid hentai porn you watched one night( I know you did).

Like, here is a para from the research paper am reading, try to figure out even if its english is correct or not:
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Looking back over the history of HCI publications, we can see how our community has broadened intellectually from its original roots in engineering research and, later, cognitive science. The official title of
the central conference in HCI is “Conference on Human Factors in Computing Systems” even though we usually call it “CHI”. Human factors for interaction originated in the desire to evaluate whether pilots
could make error-free use of the increasingly complex control systems of their planes under normal conditions and under conditions of stress. It was, in origin, a-theoretic and entirely pragmatic. The conference and field still reflects these roots not only in its name but also in the occasional use of simple performance metrics.

However, as Grudin (2005) documents, CHI is more dominated by a second wave brought by the cognitive revolution. HCI adopted its own amalgam of cognitive science ideas centrally captured in Card, Moran & Newell (1983), oriented around the idea that human information processing is deeply analogous to computational signal processing, and that the primary computer-human interaction task is enabling communication between the machine and the person. This cognitive-revolution-influenced approach to humans and technology is what we usually think of when we refer to the HCI field, and particularly that represented at the CHI conference. As we will argue below, this central idea has deeply informed the ways our field conceives of design and evaluation.

The value of the space opened up by these two paradigms is undeniable. Yet one consequence of the dominance of these two paradigms is the difficulty of addressing the phenomena that these paradigms mark as marginal.

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"Discover essential time management techniques to enhance employee productivity. Learn practical strategies, tools, and benefits of effective time management in achieving workplace efficiency and work-life balance."

Introduction to Time Management Techniques

Time management is very important in the current world of work where organizations are under pressure to deliver on their objectives. This guide looks at different time management strategies that can be used to improve the efficiency of employees and the success of the organization.

Understanding Time Management

Understanding Time Management is important to comprehend the concept of time management in order to achieve the best results in any organization. It entails proper scheduling and organizing of activities, proper utilization of resources, and proper establishment of objectives and time frames. Hence, when people learn how to manage time effectively, they can easily organize their tasks, minimize stress, and balance between work and personal life. This skill not only enhances the performance of the individual but also the performance of the organizations as it guarantees that tasks are done effectively and within the stipulated time.
Definition of Time Management

Time management is the act of arranging and controlling the use of time in order to effectively complete the activities that have been scheduled for completion.

Importance of Time Management in the Workplace

It is a crucial factor that enables employees to schedule their work, meet deadlines, minimize stress, and balance work and personal life. It also improves the general efficiency and plays a role in the improvement of organizational performance.

Assessing Current Time Management Practices
Assess the current state of time management in the organization in order to determine the best practices, the problems, and the opportunities.

Setting Clear Goals and Deadlines
Set specific and realistic objectives for the work and assignments, as well as time frames to ensure proper motivation and work organization.

Utilizing Time Management Tools
Use time management tools like task management apps, calendars, and productivity software to optimize the processes and increase productivity.

Advantages of Time Management
Increased Productivity
Proper time management results in increased efficiency because employees are able to organize their work in a proper manner and avoid wasting time on unnecessary things.
Reduced Stress Levels
Through proper scheduling of tasks and time, there is a decrease in stress and feelings of being overwhelmed, which is beneficial to the employees.
Improved Work Quality
Scheduling of time helps the employees to set aside adequate time for a particular task hence increasing the quality of work being produced.
Better Work-Life Balance
Managing time at work and outside work is possible through time management hence improving the well-being and satisfaction of employees.

Best Practices for Sustaining Time Management
Regularly Reviewing and Adjusting Time Management Practices
Periodically review the current methods of time management to determine the potential for enhancement.
Encouraging Continuous Improvement
Encourage the employees to look for better ways of managing time so as to foster a culture of continuous improvement.

Balancing Workload and Priorities
Conducting Regular Workload Assessments
It is crucial to evaluate the workload to ensure that the employees do not get overwhelmed and that the organization remains efficient.

Linking Work Activities to Organizational Objectives
Linking tasks with organizational goals guarantees that all work done in the organization is in line with the strategic plan of the firm. When such goals are set, the teams can then prioritize the activities that will help in the achievement of the business objectives.

Technology as a Tool in Time Management
Implementing Task Management Apps
Task management applications help to organize work processes by consolidating the assignment of tasks, their progress, and collaboration tools into one application. These apps allow the teams to plan the tasks, set the priorities, and track the deadlines of the tasks.
Utilizing Calendar and Scheduling Applications
Calendars and scheduling tools are essential in time management since they assist the teams in planning for their activities. Schedules are used in organizations to plan for meetings, set up reminders and time for particular activities.

Conclusion
Time management is a critical component in organizational success, especially in the distribution of work, priority of tasks, and use of technology. Through proper workload evaluation, the teams can be able to balance the resources and avoid cases of fatigue hence enhancing productivity.