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Learnings from Discussing Developer Enablement at QCon London
Developer enablement can increase the potential of individuals in small and larger companies. Where individuals can have their own solutions, there will be things that are mandatory for all. Metrics can help to see what is being used or not. Be careful about supporting developer enablement for legacy systems; if it’s outdated and needs to be replaced then it might be better to not invest in it.
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How Developer Enablement Brings Benefits to Software Organizations
Developer enablement is about tools and approaches that can greatly increase the potential we can have as individuals. It can have an impact on productivity and happiness, on profits and retention. Developer tools make it easier for engineers to deploy products, enabling them to focus on building a product.
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Creating Tight Cohesive Tech Teams for Women to Thrive
Women in tech need a dynamic, valuing team, stimulating work, push and support, local role models, nonjudgmental flexibility, and personal power. Tight cohesive teams can provide high-quality interactions, making people feel valued.
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Making On-Call Less Painful for Developers by Using High-Quality Alerts
On-call is an increasing reality for developers. Improving alerts to reduce noise, automation, and removing warnings can help to make on-call work more humane. A driving force behind automation is Infrastructure as Code. Over time you can abstract that code so that it fits other use cases, which helps propagate best practices.
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Fair Individual Compensation for Agile Teams with Team-Set Salaries
Team-set salaries can be used to set fair compensation for individuals in multiskilled, collaborative, autonomous teams. People don’t appraise themselves, only their colleagues. It gives everyone a direct say in salary settings.
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GitHub Codespaces Can Now Be Templated to Improve Performance
GitHub has introduced prebuilt Codespaces to reduce the time it takes to spin up a full development environment for large, complex projects.
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Will the Hybrid Work’s Great Paradox Be the Decade’s Challenge?
The pandemic moved the office home, and while the medical system is trying to eradicate it allowing us to resume our lives as we know them, we also need to understand what the new normal will be. While some leaders will return to the office as soon as it is allowed, others adopt a fully remote approach as the main-approach. Probably a hybrid approach would be the new normal for most of us.
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Dealing with Cognitive Biases in Software Development
Cognitive biases help us to think faster, but they also make us less rational than we think we are. Being able to recognize and overcome biases can prevent problems and increase the performance of software teams.
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How a Safe-to-Fail Approach Can Enable Psychological Safety in Teams
Companies can establish a culture of psychological safety among their employees, a culture in which failing is not frowned upon but rather is accepted as something that can happen to anyone. Safe-to-fail should be part of the corporate culture. A shift in the way we envision success can lead to a better understanding of where failure lies and provide courage to overcome our fears.
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Four-Day Work Week Gaining Traction
A number of studies and reviews have recently been published which look at the changes needed and the impact of shifting to a four-day work week. The consensus is that, while there are some challenges to be overcome, generally shifting to a four-day work week results in happier, more engaged staff with increased productivity.
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MLOps: Continuous Delivery of Machine Learning Systems
Developing, deploying, and keeping machine learning models productive is a complex and iterative process with many challenges. MLOps means combining the development of ML models and especially ML systems with the operation of those systems. To make MLOps work, we need to balance iterative and exploratory components from data science with more linear software engineering components.
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Engineering Your Organization through Services, Platforms, and Communities
Organizations need to be able to sustainably deliver value to their customers and business; that is why they exist, said Randy Shoup at QCon Plus May 2021. To do so, they need to be able to effectively and efficiently leverage the “resources” they have at their disposal- their people, teams, and technology.
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Remote Working Risks Increasing Toxic Cultures
In a study conducted in May 2021 of 133 US companies, 29% of the respondents said that team spirit and working relationships have suffered from working remotely, with 11% leaving or planning to leave because the company culture has become toxic. Toxic cultures result in demotivated and disengaged employees and have a significant negative impact on organizational outcomes.
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The Impact of Radical Uncertainty on People
Humans look for certainty as that makes them feel safe. Suddenly becoming an entirely distributed team due to the pandemic disrupted people. According to Kara Langford, radical uncertainty can cause people to believe they are in danger and lead to health issues. People will respond differently; uncertainty has also shown to lead to fresh ideas, innovations, and social good.
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Variations on New Normal for Workplaces
Over the last year office work has shifted to almost completely remote, and as vaccination programs roll out around the world it is shifting again. There is a lot of speculation around what the new normal will look like. Employee well-being, flexibility in working arrangements, availability creep, virtual and augmented reality are all factors impacting what work could look like going forward.