The latest issue of @GergelyOrosz newsletter is brilliant!
It compares traditional companies with "SV-like" tech companies. And how each of them manages Software Engineers.
One extra angle I'd add is how challenging it is for traditional companies to adapt to remote work.
Communication Between Software Engineers in Traditional Companies
Traditional companies tend to create silos between teams, and these silos are "glued" by a horde of managers, who channel most communication streams through them.
This visual (from Gergely) is very accurate:
Each of those messages means an Engineer waiting for clarity, and most of the time this ends with the proverbial:
"Let's have a meeting with everyone to touch base on this".
This kills everyone's flow and doesn't add much value. Except for the managers, maybe.
Such heavily bottlenecked cultures treat Software Engineers like factory workers. And kill any chance for remote+async processes.
Few traditional companies allow remote work at all, and most of those are actually hybrid, as in "engineers need to be *seen* in the office a few days".
Those are miserable remote cultures that tend to demotivate and burn out people.
Empowering Software Engineers for Efficient Communication
On the other hand, companies that empower Software Engineers break such bottlenecks.
Communication flows with fewer dependencies when people are encouraged to solve their problems without relying on someone higher above in the org. They speak directly to each other as needed.
These trust-based eng cultures are easier to transition into Remote+Async.
This empowerment of the Software Engineer fosters:
- Alignment with the company's goals
- Ownership+Accountability for the outcomes
- Independence to seek feedback
Most Engineers love such cultures!
That's why Remote+Async companies are talent magnets for Engineers who seek a company where they feel trusted.
They tend to have higher ownership and accountability, but also higher independence to achieve their goals.
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