12 pitanja koja daju odgovor kakva je kultura kompanije, na osnovu elemenata koji se ne pominju u oglasima.

12 pitanja koja daju odgovor kakva je kultura kompanije, na osnovu elemenata koji se ne pominju u oglasima.

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Gergely je analizirao kako izgledaju zdrave kompanijske kulture u 2022. bazirano na čuvenom Joelovom testu. Sledećih 12 pitanja daju neke odgovore kako je raditi u teh. kompanijama:

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  1. Equity or profit sharing. If you're a venture-funded startup or a publicly traded company, do all engineers get equity allocation? If you're a private, non-venture-funded company, do engineers get generous profit sharing? Caveats: publicly traded companies offering discounted equity purchases - also known as ESOP - does not count. Generous profit sharing means at least 15-20% of annual salary in good years.
  2. Roadmap/backlog that engineers contribute to. Do you have one for most teams, and do engineers regularly contribute to the one for their team?
  3. Engineers directly working with other ICs. Do engineers work directly with other individual contributors (ICs) like other engineers, designers, PMs, data scientists etc? Answer "no" if they are expected to go through e.g. (project) managers instead of direct communication.
  4. Code reviews and testing. Are they both part of the everyday development process?
  5. CI and engineers pushing to prod. Do you have CI in place? When engineers finish coding, does the code either automatically get pushed to prod (through CD), or can engineers manually trigger this step?
  6. Internal open source. Do you follow an internal open-source model, where any engineer can access and contribute to most other codebases - with appropriate code ownership in place?
  7. Healthy oncall as a priority. For teams where developers are oncall, do you measure oncall health and the impact on developers? Does fixing an unhealthy oncall have priority over any product work?
  8. Technical managers. Are managers software engineers report to technical - meaning they have also been software engineers earlier in their career?
  9. Career ladder. Do you have a career ladder, with levels, and expectations at each of the level defined?
  10. Parallel IC & manager tracks. Do you have parallel IC & management career paths that run up to a level or two above the entry-level engineering manager role?
  11. Feedback culture. Do you have at least two of the following three:  a) 360 performance reviews (where directs also give feedback to managers) b) Peers giving feedback to each other c) Company-wide surveys collecting workplace feedback, and acting on this.
  12. Investing in professional growth. Do you have at least two of the following three: a ) A mentorship program within the company b) Professional development stipend for books/trainings c) Regular tech talks where people in the company learn from each other - or from outside experts.

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