Author here. This isn’t the one true framework, but it is the one I use. The goal of this post was to communicate to the team the way I think. There are many ways to think and there isn’t one that is more correct than others.
The word “feedback” might be overloaded here also — if you haven’t worked in a culture where feedback is an honest, no-blame part of the culture, then I can see how the idea of giving feedback can feel like a disingenuous corp-speak way to make a person fall in line or have their career impacted. There’s also an inherent power dynamic in giving feedback. However, if the work culture celebrates feedback as an honest way to have more direct conversations, and makes coworkers feel psychologically safe talking to one another directly in this way, it is something that makes culture better for everyone and gives better results in the end. I have given feedback to many people, and I have received it in turn many times.
Quick feedback: this framework feels like a not so well thought out extension of polya’s how to solve it to “do things fast” in a credible looking way.
Harder feedback: the writeup feels like a quickly hacked together memo, which claims it is “self healingly” good. Because it has this throwaway quality I’m not sure what is the goal? Shall I engage with it seriously, when the lead dev didn’t seem to put in the effort? But if I don’t engage with it seriously it means that I have to follow this patchy fremwork?
glimshe · · focus · HN ↗
bcherny · · focus · HN ↗
The word “feedback” might be overloaded here also — if you haven’t worked in a culture where feedback is an honest, no-blame part of the culture, then I can see how the idea of giving feedback can feel like a disingenuous corp-speak way to make a person fall in line or have their career impacted. There’s also an inherent power dynamic in giving feedback. However, if the work culture celebrates feedback as an honest way to have more direct conversations, and makes coworkers feel psychologically safe talking to one another directly in this way, it is something that makes culture better for everyone and gives better results in the end. I have given feedback to many people, and I have received it in turn many times.
Also, I am an IC, not a manager.
nevertoolate · · focus · HN ↗
Harder feedback: the writeup feels like a quickly hacked together memo, which claims it is “self healingly” good. Because it has this throwaway quality I’m not sure what is the goal? Shall I engage with it seriously, when the lead dev didn’t seem to put in the effort? But if I don’t engage with it seriously it means that I have to follow this patchy fremwork?