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    <title>Pinboard (Aetles)</title>
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    <description>recent bookmarks from Aetles</description>
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  </channel><item rdf:about="https://medium.com/@garywiz/five-things-old-programmers-need-to-remember-e78caf0b0973">
    <title>Five Things Old Programmers Should Remember — Medium</title>
    <dc:date>2015-11-15T11:56:59+00:00</dc:date>
    <link>https://medium.com/@garywiz/five-things-old-programmers-need-to-remember-e78caf0b0973</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[ I had forgotten that being a software engineer was my first, best destiny, and that nothing I had ever done had made as significant contribution as my coding. My first successful company was built upon a piece of software I wrote, and much of it is still in use today.
So, after a year of kicking myself in the behind, I started throwing away my pre-conceived ideas of what the industry was all about. I started learning new languages, and taking risks. I got lucky, and by the time I was 57, I ended up designing and building one of the best pieces of software I had ever written for a small local startup. It was big, bold, visionary, and made a difference.
So, for those of you in the same boat, I’ve tried to distill some conclusions I’ve reached after finally digging myself back out and finding my true calling again.
Here are five things to think about, and remember.]]></description>
<dc:subject>development management programming aging webdevelopment</dc:subject>
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<item rdf:about="http://blog.stackoverflow.com/2015/01/why-we-still-believe-in-private-offices/">
    <title>Why We (Still) Believe in Private Offices « Blog – Stack Exchange</title>
    <dc:date>2015-01-17T10:51:24+00:00</dc:date>
    <link>http://blog.stackoverflow.com/2015/01/why-we-still-believe-in-private-offices/</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[There was a time where it seemed like we barely even needed to talk about this: Joel had won the argument, the Internet agreed that private offices were the future, and only incompetent management (or a tight budget) was still putting developers in cubicle farms. A glorious future lay before us.


The original Fog Creek Bionic Office, way back in ye olde 2003. We 
didn’t have iPhones, but at least the offices had doors.

Unfortunately, that’s not quite how it turned out. Open plans have been surprisingly hard to kill, despite research showing that they’re unpopular, decrease employee satisfaction, and hurt productivity. The response so far seems to have been to double down and make it, if anything, worse: cubicles are now decidedly un-cool so no-wall open offices are all the rage, and Facebook brags that its new building will be the largest open floor plan in the world, consisting of a single, ten acre open room.

The result is that today Stack Exchange is decidedly lonely if not quite alone in offering private offices to our developers (at least the half who work in the office; the other half work remotely). Suddenly we’re the ones who look a bit old-fashioned: isn’t that the old-school Microsoft approach? Doesn’t it make us less creative? How can we stay fast and agile if people keep disappearing into offices to do work?

We’re pretty sure it doesn’t do any of these things, and in fact we believe it has a lot to do with how we think about work and our developers.]]></description>
<dc:subject>management work office workplace business</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:6a551a5a60c9/</dc:identifier>
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<item rdf:about="http://toni.org/2010/03/08/5-reasons-why-your-company-should-be-distributed/">
    <title>5 reasons why your company should be distributed | Toni.org</title>
    <dc:date>2014-12-29T23:17:44+00:00</dc:date>
    <link>http://toni.org/2010/03/08/5-reasons-why-your-company-should-be-distributed/</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[I’ve noticed a new trend in Silicon Valley. More and more startups are beginning life as distributed companies, and investors and partners are starting to accept it as normal. Our company Automattic is distributed, and I’m ready to sing the praises of running a business in this way. BTW, I think distributed (“evenly spread throughout an area”) is a better description than the more commonly used virtual (“nearly real or simulated to be real”) for a company that has people working from all over the place instead of a centralized office. In Automattic’s case, we currently have over 50 employees spread across 12 US states and 10 countries.

Here are my top 5 reasons why you should consider the distributed model for your company:]]></description>
<dc:subject>management startup work business</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:1e1bee4db4bb/</dc:identifier>
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<item rdf:about="http://qz.com/258066/this-is-why-you-dont-hire-good-developers/">
    <title>This is why you never end up hiring good developers - Quartz</title>
    <dc:date>2014-09-02T15:14:17+00:00</dc:date>
    <link>http://qz.com/258066/this-is-why-you-dont-hire-good-developers/</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[You are bad at giving technical interviews. Yes, you. You’re looking for the wrong skills, hiring the wrong people, and actively screwing yourself and your company. Without changing anything about your applicant pool, you can hire different people and your company will do better and you will enjoy your job more.
I realize these are bold claims. In the ten years since I became senior enough to be asked to interview people, I have conducted a great number of technical interviews, been part of a lot of teams at companies big and small, and watched the effect that different types of hires have had on those companies. I’m not claiming to be perfect at hiring — at various points, I have done nearly all of the things wrong that I’m about to tell you not to do. But here’s what I’ve learned so far.]]></description>
<dc:subject>management hiring business</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:729e730e977d/</dc:identifier>
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<item rdf:about="http://www.dodgycoder.net/2012/03/every-software-project-ive-worked-on.html">
    <title>Dodgy Coder: Every software project I’ve worked on has used the &quot;Spanish Theory&quot; of project management, and its likely yours have too</title>
    <dc:date>2012-03-05T09:09:43+00:00</dc:date>
    <link>http://www.dodgycoder.net/2012/03/every-software-project-ive-worked-on.html</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[The "Spanish Theory" says that management's job is to extract the maximum resources (= developer effort)  from the smallest amount of money (= developer salary). In practice what this often means for the developer is unpaid overtime (also known as "crunch time"), something very familiar to game developers, and also common in traditional software development, as the project nears its deadline. But those unpaid hours are actually costing you, the developer, because you can't get them back. You've sacrificed time in your personal life with your family and instead have chosen to work on the company's project - something of large value has been sacrificed for something of lesser value. If this imbalance continues past a reasonable level and unpaid overtime becomes the norm, then many developers will become dissatisfied and leave the company, increasing the company's staff turnover (churn) rate.]]></description>
<dc:subject>business management work</dc:subject>
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<item rdf:about="http://online.wsj.com/article/SB122426318874844933.html">
    <title>Get Rid of the Performance Review! - WSJ.com</title>
    <dc:date>2012-02-23T21:35:43+00:00</dc:date>
    <link>http://online.wsj.com/article/SB122426318874844933.html</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[You can call me "dense," you can call me "iconoclastic," but I see nothing constructive about an annual pay and performance review. It's a mainstream practice that has baffled me for years.

To my way of thinking, a one-side-accountable, boss-administered review is little more than a dysfunctional pretense. It's a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the mere knowledge that such an event will take place damages daily communications and teamwork.]]></description>
<dc:subject>management performance productivity work</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:5ae5dc406219/</dc:identifier>
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</item>
<item rdf:about="http://qblog.aaronsw.com/post/16416377265/some-years-ago-i-had-an-interesting-experience-in">
    <title>Raw Meat: Some years ago, I had an interesting experience in...</title>
    <dc:date>2012-02-19T17:26:30+00:00</dc:date>
    <link>http://qblog.aaronsw.com/post/16416377265/some-years-ago-i-had-an-interesting-experience-in</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[“Now before you decide whether or not you’re going to take the job, let me tell you a few more things. Because when you take the job, I don’t do it anymore. It’s your job. It’s called a stewardship. Stewardship means ‘a job with a trust.’ I trust you to do the job, to get it done. Now who’s going to be your boss?”

“You, Dad?”

“No, not me. You’re the boss. You boss yourself. How do you like Mom and Dad nagging you all the time?”

“I don’t.”

“We don’t like doing it either. It sometimes causes a bad feeling doesn’t it? So you boss yourself…Now, guess who your helper is.”

“Who?”

“I am,” I said. “You boss me.”

“I do?”

“That’s right. But my time to help is limited. Sometimes I’m away. But when I’m here, you tell me how I can help. I’ll do anything you want me to do.”]]></description>
<dc:subject>management</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
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<item rdf:about="http://www.codinghorror.com/blog/2012/02/meetings-where-work-goes-to-die.html">
    <title>Coding Horror: Meetings: Where Work Goes to Die</title>
    <dc:date>2012-02-14T17:59:12+00:00</dc:date>
    <link>http://www.codinghorror.com/blog/2012/02/meetings-where-work-goes-to-die.html</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[Since your meeting has a clearly defined mission statement, everyone attending the meeting knows in advance what they need to talk about and share, and has it ready to go before they walk into the room. Right? That's how we can keep the meeting down to an hour. If you haven't done your homework, you shouldn't be in the meeting. If nobody has done their homework, the meeting should be cancelled.]]></description>
<dc:subject>business management meetings productivity</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:3d8c1d83f470/</dc:identifier>
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<item rdf:about="http://www.quora.com/Engineering-Management/Why-are-software-development-task-estimations-regularly-off-by-a-factor-of-2-3/answer/Michael-Wolfe">
    <title>Michael Wolfe's answer to Engineering Management: Why are software development task estimations regularly off by a factor of 2-3? - Quora</title>
    <dc:date>2012-01-31T08:22:15+00:00</dc:date>
    <link>http://www.quora.com/Engineering-Management/Why-are-software-development-task-estimations-regularly-off-by-a-factor-of-2-3/answer/Michael-Wolfe</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[Let's take a hike on the coast from San Francisco to Los Angeles to visit our friends in Newport Beach. I'll whip out my map and draw our route down the coast:


The line is about 400 miles long, we can walk 4 miles per hour for 10 hours per day, so we'll be there in 10 days. We call our friends and book dinner for next Sunday night, when we roll in triumphantly at 6pm. They can't wait!

We get up early the next day giddy with the excitement of fresh adventure. We strap on our backpacks, whip out our map, and plan day one. We take a look at the map. Uh oh:]]></description>
<dc:subject>development management</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
<dc:identifier>https://pinboard.in/u:Aetles/b:1abcfdb21da4/</dc:identifier>
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</item>
<item rdf:about="http://hbswk.hbs.edu/archive/5289.html">
    <title>Why Your Employees Are Losing Motivation - HBS Working Knowledge</title>
    <dc:date>2011-01-23T20:43:19+00:00</dc:date>
    <link>http://hbswk.hbs.edu/archive/5289.html</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[Most companies have it all wrong. They don't have to motivate their employees. They have to stop demotivating them.

The great majority of employees are quite enthusiastic when they start a new job. But in about 85 percent of companies, our research finds, employees' morale sharply declines after their first six months—and continues to deteriorate for years afterward. That finding is based on surveys of about 1.2 million employees at 52 primarily Fortune 1000 companies from 2001 through 2004, conducted by Sirota Survey Intelligence (Purchase, New York).

The fault lies squarely at the feet of management—both the policies and procedures companies employ in managing their workforces and in the relationships that individual managers establish with their direct reports.

Our research shows how individual managers' behaviors and styles are contributing to the problem (see sidebar "How Management Demotivates")—and what they can do to turn this around.]]></description>
<dc:subject>management</dc:subject>
<dc:source>https://pinboard.in/</dc:source>
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<item rdf:about="http://modxcms.com/">
    <title>MODx CMS - Content Management System | CMS and PHP Application Framework</title>
    <dc:date>2006-01-23T21:40:55+00:00</dc:date>
    <link>http://modxcms.com/</link>
    <dc:creator>Aetles</dc:creator><description><![CDATA[Ännu en CMS. Såg den rekommenderad hos MacInTouch.
]]></description>
<dc:subject>CMS open source content management system php Webbutveckling</dc:subject>
<dc:identifier>https://pinboard.in/u:Aetles/b:d0c6a4c210b4/</dc:identifier>
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