Christian Uhl’s Post

Neha Puri makes an important point here: Complaining about technical debt hast never helped anyone so far. To tackle the things worth tackling, you as an engineer need a clear assessment of the impact of specific technical debt (e.g on velocity or onboarding speed, as the Article proposes) as well as the effort needed to remove it. Then it‘s easy for managers like me to create the space on the roadmap. If that would be created during the time where the tech debt is taken on conciously that would be absolutely amazing but I also know that‘s not the world we’re living in 😅

I wrote about this wonderful, cheap and no-process tool called "Peer Groups" that helped me so much during the last few years. I learned so much from these great people around me, and otherwise, I would have missed out on that. Big 🧡 for all my wonderful peers! https://lnkd.in/eJnGAZRg

I wrote about running interviews well: Interviewing is a learned skill - for both the interviewee and the interviewer. The stakes for candidates are higher, but the interview’s outcome is majorly influenced by how it is conducted by the interviewer. Moderating Interviews well and making them a fun experience is a great way to hire great talent and also a solid contribution to employer branding. And I found a correct, but absolutely not helpful answer to the question "What questions should a candidate ask in an Interview?" https://lnkd.in/evn766WR #interview #talent #branding

I wrote a bit about how to hire Engineering Managers and managed to wrangle a whole bunch of questionable opinions into this one - I hired a few excellent Engineering Managers who I’m very happy with last year. I obviously also had to interview a whole bunch more to find them. This is a summary of how I would build the best hiring process with my current knowledge after this journey to fill future open positions quickly with excellent candidates. We will move from understanding the role in the first place to building a performant funnel and ultimately closing the candidates we really want. If you only take one thing from this: All through this journey, your Talent Acquisition peer is your best friend. They can help you move through this playbook and provide valuable input and feedback from the market out there to adapt your process. #hiring #engineering #leaders https://lnkd.in/e6SCnGfn

Energetic, amped up, friendly, and joyful. These are attributes of how we want everyone, but especially our leaders, to behave at all times. But that’s hard, and it seems like a lot of people wash out after 1 or 2 years after joining the company. Sometimes they become just quiet, other times they get cynical, reserved, and angry. I believe this has something to do with energy management, and I collected my approaches for conserving my mental health by managing my energy better. #management #energy #mentalhealth https://lnkd.in/eTBjkas8

Regular 1-on-1s are to this day my favorite management tool, and it has transitioned remarkably well from working with Software Engineers to now working with other Managers. It’s probably the one constant factor in a sea of learning over the last few years, but I believe I also got a little bit better at running them. I collected something close to a Field Guide - This can be useful for everyone, also to use this to improve the 1-on-1 you have with your own boss. https://lnkd.in/e6-DxGFR #software #engineers #management

A while ago I told one of my new Engineering Managers that I expect them to develop a strategy for their team. And oh my, were they confused by this ambiguous ask. I failed to explain this concept and my wish multiple times until we got it right, so this is both a lesson for me and for everyone else watching: https://lnkd.in/eN-ptZFX #engineering #strategy #team