for the book, I’m willing to purchase multiple copies. ! Tradeoffs: Making people ask seems to have eliminated abuse. Copies already waiting for you. Expensive…ish? People don’t read about 50% of the books they ask for.
experienced technical and cultural helper. Make it someone from a different team. ! Tradeoffs: Awesome friendships between teams. Great pressure relief valve. People with the right attitude for it are less common, which makes the time commitment high.
lot, existing employees don’t • People want to learn more, but don’t feel empowered to take control • Some teams start to learn as a group • Small, somewhat organized onboarding • A small core of folks driving learning efforts
do code reviews for new hire training. ! Tradeoffs: Recent hires get even better at code and code review. Their pain tolerance is still low and they remember learning. Less organizational wisdom, less context.
interesting to you right now. Four speakers per week. Same time, same place. ! Tradeoffs: Watching for one hour is a low commitment. Four new ideas spread to the org every week. Public speaking is hard. People will start skipping if you’re boring twice in a row.
and veriﬁcation for all the skills we want new hires to master. ! Tradeoffs: Necessary for scaling while raising the bar on skills. Huge time commitment. We don’t ship on day one. Candidates love it, and it alleviates Impostor Syndrome.
but their costs are immediately evident • Nobody feels personally responsible for pushing on the culture • Chaos needs some guard rails or it hurts everyone • Losing the learning habit (deadlines again!)