tag:blogger.com,1999:blog-7555958.post114559051241371901..comments2024-03-18T12:52:48.117-07:00Comments on Mini-Microsoft: MS Poll 06 and Happy Booming BrainsWho da'Punkhttp://www.blogger.com/profile/18205453956191063442noreply@blogger.comBlogger82125tag:blogger.com,1999:blog-7555958.post-1167473441800810672006-12-30T02:10:00.000-08:002006-12-30T02:10:00.000-08:00How it works: FAQ on reviews, promotions, job chan...How it works: FAQ on reviews, promotions, job changes, and surviving re-orgs?<BR/><BR/>the view is really really "wooo..." :)Alex Huhttps://www.blogger.com/profile/04994209739908723081noreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1147028100062316722006-05-07T11:55:00.000-07:002006-05-07T11:55:00.000-07:00"in LisaB's kick-off email about the poll to the m..."in LisaB's kick-off email about the poll to the managers, she asked for management not to harangue people into filling out the poll. "<BR/><BR/>i had my networking PUM-less GM come to my office door atleast 4 times over 3 days to ensure that the poll was actually filled up.<BR/>there had been repeated emails to the org to go fill up the poll. after it is all done, he revels that his org has the highest percentage of anyone under jawad.<BR/><BR/>i filled the poll. now i am free to move on...Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146904775933291112006-05-06T01:39:00.000-07:002006-05-06T01:39:00.000-07:00I really like this blog. I've learned more about t...I really like this blog. I've learned more about this company here, than in the past 8 years working there( and I really liked it working there for most of this years).<BR/>I think this the kind of "open communication" which is supposed to take place within the company.<BR/>Sad that this is not possible ( anymore?)<BR/><BR/>The comments have scared me a little bit in the first place as i thought, the problems mentioned here ( knowing them well...) where a local problem in the org i work.<BR/>But unfortunatly this seems to be false...<BR/><BR/>I'm still dreaming of the day, where I'm not forced to spend time on things like <BR/>- how do get a good review score<BR/>- how do i make myself looking great in managements point of view<BR/>- who's a** do i need to dig into next to get a promotion<BR/><BR/>All I wanna do is doing my job( which i love) with same the passion as in the past years.<BR/>I hope for the day, where all of these brown-nosing nobrainers who are harming the present and future of this company everyday purely with their presence alone get kicked out.<BR/><BR/>may be I'm going to see this day before the day have to quit as the person in the mirror is not longer myself<BR/>sometimes i wish to be somebody who can go to work, turn off most parts of the brain, comeback home, collect the monthly paycheque and feel happy.<BR/>but I'm not yet that kind of person.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146670806486967162006-05-03T08:40:00.000-07:002006-05-03T08:40:00.000-07:00Read the excellent comment above regarding promoti...Read the excellent comment above regarding promotions, reorgs, etc. <BR/><BR/>The answer to your situation is that your manager loves you: for doing superhuman achievements or they already got a recent promotion or they just simply like you a lot more than the others.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146547565729998432006-05-01T22:26:00.000-07:002006-05-01T22:26:00.000-07:00Wow. I'm reading all of these posts about how you...Wow. I'm reading all of these posts about how you basically get screwed over if you leave teams or get promoted during the year. I was promoted 6 months into the year and still got a 4.0 for my final review score. I also had open discussions with my manager about taking on another job and he still submitted me for promotion. Everyone kept telling me I was going to be screwed but that hasn't been the case. I started less than two years ago and will be getting my second promotion in a month.<BR/><BR/>If you sense your mgr isn't looking out for you jump ship. I would agree however that if you're less than a 3.5 > 4.0 performer in your team, then you're pretty much branded at that level. No one's going to step up and bump you to a 4.0+ so that's also the time to leave.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146461026188917312006-04-30T22:23:00.000-07:002006-04-30T22:23:00.000-07:00As an employee of 12+ years who departed in early ...As an employee of 12+ years who departed in early 2005, I can tell you that I took the red pill...but that was before I left the company, long before. <BR/><BR/>And the reality to which you awake is that Microsoft - like many such big companies but particularly Microsoft - is driven by the illusion of internal harmony, compounded by fraudulent, meaningless company polls, sinister 'hit lists' for those underperforming as assessed by a completely arbitrary performance review system. Such latter system is designed as a feel good measure to show stockholders that we somehow evaluate bottom-up human effectiveness in a machine that is driven by ineffective top-down human decisions. <BR/><BR/>I left the company for many, many reasons but chief among them was that I simply couldn't stomach this illusion any longer, and seeing so many brown-nosed, ladder-climbing exec-to-be types clamoring for a piece of the illusory stock award pie. As far as HR's role in all this, HR exists to reinforce the interests of management, not employees. I think many employees misunderstand that it's the opposite. In my many dealings with HR, despite knowing many personally and enjoying their friendship, I found them to be rather stoical and unsympathetic to various issues. They are quick with pat answers and "Be an HR Expert in 30 Minutes" handbook type responses but ultimately they're motivation is to eliminate dissention and unrest and in so doing get another good mark on their own review for settling an "incident" (and look into the statistics of how many promotions and Directors exist in HR, they can for their own). <BR/><BR/>Yes, the red pill is a good thing, I wish Microsoft cafeterias would dispense them freely. Unfortunately, executive management and wannabes have a consistent diet of blue pills and will enjoy the illusion to the bitter end.<BR/><BR/>A Former M'SoftieAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146251035442532842006-04-28T12:03:00.000-07:002006-04-28T12:03:00.000-07:00What is this about not to harangue employees? I th...What is this about not to harangue employees? I the last two days, I got several emails from several management layers harassing me to fill out the poll.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146250433570052182006-04-28T11:53:00.000-07:002006-04-28T11:53:00.000-07:00How it works: FAQ on reviews, promotions, job cha...How it works: FAQ on reviews, promotions, job changes, and surviving re-orgs<BR/><BR/>What do I write in my review?<BR/><BR/>You must accept the Matrix-like realization that your score was decided long before you even started your review. You have already gotten what your manager decided to give you. Your manager is not going to base anything in their feedback on what you wrote unless they want to argue with something you wrote. What they write is only to justify the score they gave you. Advice: Write your review so it looks like you did what you want your next job to be so new hiring managers think you’re great and qualified for their job, but are currently just in the wrong group.<BR/><BR/>Who gets bad review scores?<BR/><BR/>Nobody ever wants to give out bad scores, but somebody’s got to be the bottom and it makes it a lot easier on a manager if you meet any of the following criteria:<BR/><BR/>1. You really, really, suck at your job. You’re making more work for your manager. They just want you to do your job and leave them alone. Many people suck but are either good at hiding it or their manager is afraid of them.<BR/>2. You leave your job late in the review cycle. You get included in your old group instead of your new one and it’s much easier to ding someone you’re not going to face everyday.<BR/>3. You get a new job in a different group. You could not possibly be ready for the demands of doing exactly the same thing you did before.<BR/>4. You get promoted during the year. You will not be able to perform above a 3.0 at your new level. No matter what.<BR/>5. You complain to HR about them. I don’t think I need to go into detail here. <BR/><BR/>Okay, I filled out the manager feedback form and nothing appears to have changed. Why isn’t it taken more seriously?<BR/><BR/>Because it doesn’t actually count. That’s why it’s called a feedback form. If it counted, in the review process the score would be mathematically calculated in your manager’s overall rating. It’s not.<BR/><BR/>Manager feedback forms should only contain encouraging, nurturing, positive comments about how happy you are to have this wonderful human in your life. If you want it to look legitimate, say your manager should delegate more work to the rest of the team. The biggest risk is giving actual criticism or mentioning specific instances and they are able to recognize your writing style. Then you’re doomed. Advice: Never fill them out – remember there’s no penalty and only downside. Don’t take stupid chances like that again. You’ll never get promoted.<BR/><BR/>So how can I get promoted?<BR/><BR/>There are only so many promotions available; that’s why your manager won’t tell you specifically “If you do X and Y, you will get promoted.” They will go to great pains to tell you that good performance only gets you a ticket in the pool of people that become “eligible” for a promotion. “Eligible” means one thing - your manager decided they want to promote you. Period. They have to fill out a form and then win the “who gets promoted” argument with the other managers at stack rank meetings, which is where they write everyone’s name up on a board, decide who is 4.0 or promotion material, pick out the bottom feeders they want to weed out, and then fill in the rest of the 3.0-3.5s. What anyone actually accomplished during the year is irrelevant. Advice: Focus all your energy on making your manager want to promote you. Do this by making them love you. You don’t have to do more or higher quality work. You can also do this at the expense of satisfying customers, decreasing costs, or generating profit for the company. It is up to you to find out what you need to do; all managers are different. Some want you to do more of their work; others simply look at how long you’ve been at your level, but remember that managers are employees too, so all will want one of those precious promotions first. <BR/><BR/>What happens if I do get promoted?<BR/><BR/>Words from my manager during my review this year (4.0, promotion): “Now I’m supposed to be sure to tell you that it’s going to be really, really hard for you to get a 3.5 next August.” This means I’m getting a 3.0 no matter what I actually do. Advice: If you get a promotion, leave your group immediately. If you wait too long to move you’ll be included in your old group at review time which we’ve learned is not good. If you get a high score but no promotion, pour on more love and start mentioning an out-of-cycle promotion. And if your manager recently was promoted, it just might happen. If not, go find another job.<BR/><BR/>How do I go find a different job at Microsoft?<BR/><BR/>Very, very, carefully. Remember your job is to make your manager love you by making their life easier and you just added two types of action items to their list:<BR/><BR/>1. Bad action item – they have to find a new person because you’re bailing on them.<BR/>2. Not so bad action item – they can give you one of the crappy review scores.<BR/><BR/>Bottom line is to not tip your hand unless you are sure you’ve got the job. Sometimes the reaction of a manager is to take it personally and think you don’t like them or their team anymore, but it’s also a sigh of relief because you just signed up for the bottom of the curve. Either way if you don’t get that new job, things are going to be unpleasant in your old job. Why? If they really liked you they’d promote you to get you to stay. Technically permission to interview is good for like a month or something so once you ask for formal permission the clock is ticking (and that bomb is real). Advice: First, only look at jobs for which you are actually qualified. Make informational interviews become the real interviews. Tell the hiring manager that your group is not going to be happy once you tell them you’re looking. They will nod in agreement. Set up informational interviews with everyone else that would be on the formal loop. Tell the hiring manager that you won’t formally interview unless you know you’re the leading candidate going into it. And don’t ask for formal permission until HR tells you they can’t continue the process without it.<BR/><BR/>I just got re-orged. Should I worry?<BR/><BR/>Re-orgs generally seem to make sense (“Networking and wireless are now together. That will help our wireless networking initiative.”), but in reality it’s just how VPs trade power with each other. Most of the time you will experience absolutely zero change – the obligatory all-hands meeting with your new VP (go because it will be the only time you see them in person), announcements of who is in charge of doing what now, a change in co-worker taglines, and most of the time, the same manager. The danger is a new manager. One that decides on changes in your role. These changes will always line up exactly with what the manager was doing before. If it doesn’t line up, they will simply turn your Customer Escalation team into the Customer Escalation Marketing and Branding team and tell you to write new commitments that they’re going to judge you with even if there’s only two weeks left in the review cycle. Dev, Test, Admins, and those in a true PM role are generally safe from role changes; that leaves the other gazillion of us that are not. Hired for a specific role that actually brings value? Re-org! Oops, now you’re not. Meet your new manager. Advice: Recognize a role change when you see it. Managers show value through improving processes, which means change, which means changing things that generally weren’t broken before they got there. If you can’t convince your new manager that they need you in that role, leave immediately. Your review should be prepped for that next role anyway.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146248763209966862006-04-28T11:26:00.000-07:002006-04-28T11:26:00.000-07:00>> Yeah, and I "want to" date Catherine Zeta Jones...>> Yeah, and I "want to" date Catherine Zeta Jones<BR/><BR/>Completely off topic, but a friend of mine did date CZJ (it was many years ago, but true!).<BR/><BR/>On topic: Windows, and the company is in a mess. The posts here - both the whining, and the people who *think* they get it tells me so. Within five years, MS will either change drastically, or become a skeleton of its former self.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146209404513078922006-04-28T00:30:00.000-07:002006-04-28T00:30:00.000-07:00To: MSDecadeHistorically, developers have cost mor...To: MSDecade<BR/><BR/>Historically, developers have cost more than testers, so it is more expensive to use developers for testing. Additionally, many developers tend to have a blindness to bugs in their own code.<BR/><BR/>A large part of the current automation push is being sold with the idea that the automation will reduce cost of testing by replacing testers with automation. If MS was really interested in speeding up testing, they would have hired automation coders in addition to the existing testers. Instead, testers were laid off and automation coders were hired to replace them.<BR/><BR/>Besides the cost problems, I have seen too many times when managers impose unrealistic schedule pressures on developers and "code complete" isn't. Testers should also be keeping everyone honest.<BR/><BR/>Sometimes this results in test managers screaming at dev managers who are screaming at PM managers behind closed doors about who is F-ing who, but if it passes the functional tests of a test team, it should be at least be minimally functional and developers know that they have a good chance of getting caught if they bluff their way past the "code complete" date.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146154391722757342006-04-27T09:13:00.000-07:002006-04-27T09:13:00.000-07:00You are assuming that you can hire a tester capabl...<I>You are assuming that you can hire a tester capable of programming who can fully keep up with the current testing while developing everything required to put him/herself out of a job.</I><BR/><BR/>No, actually I'm assuming that developers take on a larger role in writing tests: exploratory (before functionality is confirmed to work) and regression (after functionality is confirmed to work). And that testers can focus more of their energy on integration, system, scale and performance testing.<BR/><BR/><I>And you're a PM for sure.</I><BR/><BR/>No, but perhaps I mispoke. s/develop/participate in the creation of/. They all want to participate in the creation of high-quality software that provides value for customers.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146127311462886072006-04-27T01:41:00.000-07:002006-04-27T01:41:00.000-07:00>> They all want to develop cool, high-quality sof...>> They all want to develop cool, high-quality software <BR/><BR/>Yeah, and I "want to" date Catherine Zeta Jones. By definition, only developers develop software in this company. Testers help developers do so. PMs just get in the way of common sense most of the time.<BR/><BR/>And you're a PM for sure.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146112070630903172006-04-26T21:27:00.000-07:002006-04-26T21:27:00.000-07:00"Front-loading quality (via a set of tools and tes..."<BR/>Front-loading quality (via a set of tools and tests that are easy and quick for developers to run) won't negate productivity. In theory, it will enhance productivity over the full cycle.<BR/><BR/>The challenge -- the hard work -- is to get to that state where tools and tests are easy and quick for developers to run."<BR/><BR/>There is a dangerous assumption in there that "good" tests *can* be made to run quickly and easily.<BR/><BR/>You are assuming that you can hire a tester capable of programming who can fully keep up with the current testing while developing everything required to put him/herself out of a job.<BR/><BR/>It sounds really nice, but ask yourself what percentage of bugs are regressions (and even weight it by the extra time needed to investigate and fix those regressions) versus the percentage of bugs that are found though techniques like exploratory testing.<BR/><BR/>Hint: In 6 years of testing I (and my automation) have found less than a dozen regressions in documented test cases. In that same time, I have found well over a thousand bugs with exploratory testing.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146106610873084522006-04-26T19:56:00.000-07:002006-04-26T19:56:00.000-07:00I filled out my last poll today. I was frequently...I filled out my last poll today. I was frequently in the "Disagree" or "Mostly Disagree" column. My resignation is already submitted and I'm counting down the days until I go.<BR/><BR/>The most telling thing for me about the poll was the question on my success being tied to what I do vs. who I know. I of course said "Disagree". But, I'm very glad this question is being asked.<BR/><BR/>I've been at Microsoft for > 10 years. The amount of cronyism I've seen in the past few years is very discouraging. They also seem to travel in packs, bouncing from one org to another.<BR/><BR/>I really miss the days when small, focused teams could make a big difference. Now it seems every org is a monolithic beast, that's slow to adapt and react.<BR/><BR/>I'm hopeful that some of the recent management changes and the hints of upcoming review/compensation changes will have a positive impact on the company.<BR/><BR/>But it is also clear that the pain is going to have get much worse before real change is made. Microsoft will unfortunately need to die a little before it will be ready to embrace the needed transformation.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146080470434531462006-04-26T12:41:00.000-07:002006-04-26T12:41:00.000-07:00You are probably a PM or test manager. If you leav...<I>You are probably a PM or test manager. If you leave there is no problem.</I><BR/><BR/>Umm, you're a bit off the mark. We've compartmentalized these roles in such a way that the disciplines are sometimes pitted against each other.<BR/><BR/>In a healthy group, there's a healthy tension among PM, Dev and Test. They all want to develop cool, high-quality software that delivers value to customers.<BR/><BR/>In an unhealthy group, there's a misalignment of the vision, goals, or priorities of the team and one discipline is often perceived to be "blocking" another or a "problem".<BR/><BR/>Having said all that, though, I'm inclined to agree that we should blur the lines a bit more and have more of a generic dev discipline that owns more of the end-to-end scenario. An idea that I'm drawn to is the concept that we have only one entry-level discipline ("developer") and that people can then specialize, as needed, into program management and test <I>roles</I>.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146076960857246842006-04-26T11:42:00.000-07:002006-04-26T11:42:00.000-07:00To MSDecade:Yeah, "MSDecade" was a hastily chosen ...<I>To MSDecade:</I><BR/><BR/>Yeah, "MSDecade" was a hastily chosen nickname. I thought of it while responding to a poll question with the answer that I intend to stay at MS for 10 years or more.<BR/><BR/><I>But there also comes a time to say, "This didn't work very well. Let's not do it again. Let's fix the things that made this process so painful." Maybe that comes right after the release, in a post-mortem process. But eventually management has to either seriously try to fix the problems,</I><BR/><BR/>I believe that's what's happening. Actually, I know that's what's happening. Ask for skip-level 1:1s up the chain and don't stop until you know it too.<BR/><BR/><I>But what will you do when the productive developers are all finally gone? Once you chase them all away, what are you going to do?</I><BR/><BR/>Front-loading quality (via a set of tools and tests that are easy and quick for developers to run) won't negate productivity. In theory, it will enhance productivity over the full cycle.<BR/><BR/>The challenge -- the hard work -- is to get to that state where tools and tests are easy and quick for developers to run.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146076332857716102006-04-26T11:32:00.000-07:002006-04-26T11:32:00.000-07:00"Who needs a shiv when you can steal a 4.0 by stab...<I>"Who needs a shiv when you can steal a 4.0 by stabbing someone else in the back with a rumor?"</I> - Anonymous<BR/><BR/>That's just a different type of shiv...<BR/><BR/>MSSAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146074690422381082006-04-26T11:04:00.000-07:002006-04-26T11:04:00.000-07:00First, not everyone is going to get a great leader...<I>First, not everyone is going to get a great leader, only probably "pretty good ones" and PGO leaders aren't going to change you from a rock into a malleable putty every morning. You people do realize that the soldiers are trained to follow orders right?</I><BR/><BR/>Software design should not be so counterintuitive that devs are required to trust their managers instead of understand why features are good. It's not like a battlefield, where foot soldiers might not have the information or experience to make good decisions.<BR/><BR/>If you're a PM and it's a struggle to convince your devs that your ideas are good, what makes you think the ideas will be compelling to a customer?<BR/><BR/>There are so many obvious ways to improve Microsoft products that time should not be wasted on things that cause contention.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146069302590872522006-04-26T09:35:00.000-07:002006-04-26T09:35:00.000-07:00If you had half a brain you would have figured out...<I>If you had half a brain you would have figured out the problem in windows.</I><BR/><BR/>Name one problem your hero Amitabh has fixed. Just one. And not some vague "he got development back on track" nonsense. As well, be sure to get out of caste mode before replying.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146062896118970852006-04-26T07:48:00.000-07:002006-04-26T07:48:00.000-07:00>But what will you do when the productive develope...>But what will you do when the productive developers are all finally gone? Once you chase them all away, what are you going to do? <BR/><BR/>I doubt you are developer. If you had half a brain you would have figured out the problem in windows. <BR/><BR/>You are probably a PM or test manager. If you leave there is no problem.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146060987624009412006-04-26T07:16:00.000-07:002006-04-26T07:16:00.000-07:00"Actually, I was wondering the very same thing. Ca..."Actually, I was wondering the very same thing. Can you get blacklisted for future opportunities, even if you do well in the interviews for that job?"<BR/><BR/>Rumors say yes.<BR/><BR/>There is a story of an employee who left, and then a year later interviewed many times with many groups. The interviews all went very well, but an offer was never extended.<BR/><BR/>Then, this person begged a friend in HR to take a look at his file. Against all rules, this HR person had pity and took a look and found a "don't ever hire this person" flag.<BR/><BR/>This is just a story. I would love to hear from a HR person on the inaccuracy of it. Perhaps the "flag" was just a comment made by a former bitter manager.<BR/><BR/>I have also heard that some managers go to extrodinary lengths to hire exceptionally talented people who don't interview well in the typical MS interview (even though they are being hired for a non-typical job) and HR gives them a lot of grief because the record shows previous bad interviews.<BR/><BR/>This is also just rumor, I don't know any of this firsthand.<BR/><BR/>That said, I was naieve and allowed myself to be managed out, so if it is possible to have a "flagged" record, I am sure that mine is flagged.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146040597173414552006-04-26T01:36:00.000-07:002006-04-26T01:36:00.000-07:00i have heard rumours that Gartner are coming out w...<I>i have heard rumours that Gartner are coming out with a new report on Windows Vista...</I><BR/><BR/>They'll probably just dust off their <I>wait for service pack 1</I> report.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146040447461125192006-04-26T01:34:00.000-07:002006-04-26T01:34:00.000-07:00But what will you do when the productive developer...<I>But what will you do when the productive developers are all finally gone? Once you chase them all away, what are you going to do?</I><BR/><BR/>Microsoft will do what Oracle does. They will acquire companies with technology they want.<BR/><BR/>If you are a productive developer, you would do a lot better starting a company and selling your technology to Microsoft than you would kissing ass for a 4.x review score.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146040258431188952006-04-26T01:30:00.000-07:002006-04-26T01:30:00.000-07:00Do fist fights breakout in Building 5? Is there a ...<I>Do fist fights breakout in Building 5? Is there a Fight Club in the old server room in Building 16? Forget the free soda, give everyone a shiv if you want to see staff reductions. The tensions are thick and obviously everyone thinks their kingdom in a nutshell is the shiznat (or is that shiznut?)</I><BR/><BR/>Were you here when HR developed the "don't bring your guns to work" policy? :)<BR/><BR/>I had a Microsoft manager who always came to work with a semi-automatic side arm on his belt until that policy was in place. He didn't stop bringing it to work though. He just left it locked in his car (just in case).<BR/><BR/>Who needs a shiv when you can steal a 4.0 by stabbing someone else in the back with a rumor?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1146028315423212402006-04-25T22:11:00.000-07:002006-04-25T22:11:00.000-07:00But Amitabh gets it. And a sign of how much he get...<I>But Amitabh gets it. And a sign of how much he gets it is that he knows how far we still have to go to get to the future state.</I><BR/><BR/>No doubt Amitabh realizes there is more work to be done to achieve the future state, because his imagination is limitless when it comes to adding process and bureaucracy. I have no doubt whatsoever that as we move forward (backward really), Amitabh and his cult will be leading the way with an as yet unimagined set of quality gates. <BR/><BR/>And he will continue to have his worshippers, like you, since he's the reason so many of you remain employed. It's not like anyone in MSR, CSE or in the quality gate teams can innovate and help customers, so this expansion of bureaucracy is the only means to ensure your collective employment.<BR/><BR/>But what will you do when the productive developers are all finally gone? Once you chase them all away, what are you going to do?Anonymousnoreply@blogger.com