Because their monitors are bigger.

Good technical personnel aspire to have a strong enterprise technical and cultural atmosphere of the workplace. But how can you see the technical and cultural state of an enterprise from the outside? Here are two simple and useful reference indicators I use.

First, I want to talk about what the term "enterprise technology culture" means. It refers to the degree and importance of the technical personnel being valued in an enterprise. It can be reflected in a number of things:

How is the decision made in the company? In a company with a good technical culture, the technical staff is involved in making decisions about what to do, when to do, and who to do it. It is not that there is a final right to vote, but a real say.

Do you respect the job of developing software? Developing software is a creative work that requires the right time and the right place. Some projects are hard to predict how long it will take to develop, and companies can accept that.

Infrastructure. When you need to focus on something that is not a software feature, how much effort does a sensible person (technician, manager) need to make the boss aware of the importance of these tasks? This usually refers to work in some run-time systems (such as expanding Message Queuing capacity) or logistical service work ( such as compiling system or version control work.

Unfortunately, it is unrealistic to think of this in a conversation, unless you have a trusted and informed informant within the company.

How big is their monitor?

The story that happened in my former company. I was a technical manager, trying to retain a talent. A programmer in the team resigned to a small but trendy company. Here's what I said before I left him:

Me: Why go?

him: Because they have a big monitor.

Me: (doubting) What's the joke? We can also give you a big monitor.

He: it's not just me--everyone needs a big monitor.

Me: Is it that important?

He: it reflects how the company sees the value of my time. What the company needs to decide is to spend some extra money on a big monitor so that more pixels will be worth it in my retina.

Now I see that he is right. Companies that pay attention to employees tend to think that the extra overhead on equipment is more important than the increased efficiency of their employees (and their sense of well-being). Let the best programmers work with the best development tools. The big-boy display is a very striking indicator of judgment.

Can employees choose their own email address?

Non-technical people often don't think email addresses are important. But it's your online ID. Strict mailing-Address naming conventions (names of the full name of the initials, or worse name of the initials of the full spell) reflects the company's emphasis on the so-called consistency over the feelings of the employees concerned. Worse, the rules are straightforward to make employees feel as if they are "gears" or "human resources" rather than a great individual.

(Narrator: Keep us away from the word "human Resources".) That's awful. )

This is particularly important to me personally because I have a very unique name. If you do not allow my email address to be sef@company.com, you will be greatly compromised in my impression. Not only that, a lengthy email address is an illusion, like a mailing list address, but there is only one member, which can be ignored. It's important, it's the prompt for your shell environment; it's important, it's the return value of the WhoAmI command.

Last word: I'm not blaming you for the hardworking boys and girls who are doing it. You keep things very important, but you have to be forced to comply with these imposed rules. Instead, I'm focusing on these bad systems (usually rooted in a bad corporate culture) and they put you in a bad position. If you're in a company like this, kneel down and pray for the sun to come.

Original link: Why Quit? Because tightly Have bigger Monitors