Related Posts
Hi guys, I need a suggestion.
I am very new to devops domain like only 6 month of theoretical knowledge and i got offer pf a tech lead role in a company so will i be able to survive ? Will this 6 month knowledge with less hand-on is sufficient to survive or should i choose lesser profile first and try to learn and then try for higher role as tech lead? Guys who are working in devops domain please help me to understand that how is the work load in devops?
DEVOPS
Visual Storyteller
Community Builder
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
“Perfection is the enemy of progress." They need to learn what is good enough and then decide if marginal improvement are needed or not.
Try setting aggressive checkpoints with bare bones expectations: “give me an outline of xyz” (no formatting focus), or “pull the together a very rough draft and let’s regroup in an hour/EOD/tomorrow AM” (too small a timeframe to be fully baked out and allows you to course correct as needed).
Be explicit about shifting priorities when their plate fills.
Establish a habit of your team sending working file links at the EOD so you can review offline. (This one is really helpful for me because my focus time is late night when kids go to bed. For other team members theirs is early morning. Either way, it’s easier handoffs.
Not everyone may love it or may complain about micromanaging but great managers have used all of the above on me and they helped me avoid “going dark” and then popping out with an overdone work product that missed the mark. It also helps avoid “sacred cows” and hurt feelings if leadership comes in an scraps it for another approach.
Good luck!
Subject Expert
When you think of the pressure people are put under job to land a job these days, do you really think that they are going to just relax once they are hired? I love that you seem like a reasonable manager and don’t ever loose that but realize that job insecurity is the new imposter syndrome.
But once you get the job, you should relax. That level of constant “survival mode” stress leads to burnout and poor performance reviews in the long run. Recruitment (like a promotion push) is a sprint but you need a good steady work pace to last long term.
Recovering perfectionist here. Therapy is a huge help and some of the techniques used there are turning catastrophizing phrases like this needs to be excellent or else I will be fired into if this isn’t excellent I can still lean on and trust myself to convey what needs to be done. Try talking about those pitfalls and helping course correct the negative thought processes that can interject into the project. I also like the idea of checking in on them to see how they handle smaller less important challenges. Help your employee feel comfy.
Why is there a problem here ?
They take longer than they need to on tasks and get really worked up over simple things. I’m talking everything from putting together a kickoff deck to responding to an email and scheduling a follow up. For example, I might say, “hey, could you pull X number to put into this deck?” and hours later I get a table with X number going back a couple of years with bullets with insights. That kind of work is really great and thoughtful, but it’s not always needed, so the energy can often be misplaced. This also means that they can get really anxious about simple tasks.
hire ciaches for tgem with psychological education