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yes do it, setup 30mins per person every 2 weeks, in the meeting invite describe this is a time for discussion, feedback (for you to them and them to you), for things like career progression and also for them to ask questions they might not feel comfortable asking in a more public setting including things about product, company etc. Try to keep the time as consistent as possible and show that these are a priority for you (so don't forget, cancel them etc).

They can be tough conversations, but rewarding on both sides.

If you are leading a team of devs at the very least read these 2 books:-

https://www.amazon.ca/Managing-Humans-Humorous-Software-Engi...

https://www.amazon.com/Managers-Path-Leaders-Navigating-Grow...




Thanks! It's mostly devs, yes (and even more, I forgot to count the externals). I already read the 2nd and it was a great primer indeed. I'd hope to stay close enough to the team to have inofficial 1on1 conversation, but I guess you will tell me it should better be something consistent, especially for not leaving out anyone.

My plan would be to build some trust before introducing new "tools" like 1on1s (especially if they total to 2 days/month), but I'll definitely keep it in mind! So far I'm amazed by the team and so glad about the job and still keeping my head above water with all the lists one makes :)




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