I had an underperforming employee. My team noticed that he underperformed right after a probation period. During a private meeting, he explained that he was not interested in his work and did not have any self-improvement goals. He mentioned that he used to have multiple jobs and did not have
I live in the Netherlands. Recently I installed a heat pump. Here it is called "warmtepomp". And then I asked for a subsidy for it.
The reason for writing this note is that it is a simple process without a clear starting point to ask for the subsidy.
The purpose of the initial 1-2-1s is to gain insight into a teammate's perspective on their responsibilities and current assignments, as well as to clarify the manager's capacity to support the teammate. Also, discuss their opinion on wells, improvements, and challenges they face.
The first 1-to-1
I continue reading James Stanier's "Become an Effective Software Engineering Manager", and I made some notes regarding the second chapter.
One of the keys to success is to organize yourself. James recommends tools:
* A calendar is an essential instrument for planning activities for every day.
* A
I'm reading James Stanier's "Become an Effective Software Engineering Manager" book, which my mentor recommended. I would like to have some notes and my additional thoughts somewhere. I assume that this blog is the perfect place.
The book's first chapter is dedicated
