Growth Framework, Career Guideline, Career Ladder, whatever you call it, is essentially general expectations of each of the grade, sometimes people call it as career ladder, but we at Mekari wanted to take it further down into its philosophy: Framework. In general, a framework is a real or conceptual structure intended to serve as a support or guide for the building of something that expands the structure into something useful.
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Performance improvement we must do, but where to identify it? Sometimes this kind of things might not obvious as they are, as experience and frame of reference from each of the individual engineer within your team might vary.
This post intended to share questions and framework that I’ve been using (and pushing) to my team to give cue and where to start on finding room for engineering improvements.
Continue readingData subjects are entitled to request the ESO delete their PII, and the ESO must do so accordingly. If the data subject does not request such deletion, under MoCI Regulation 20, an ESO shall comply with a five-year minimum statutory retention period or as otherwise required by the relevant supervisory authority. This retention period is calculated from the moment the data subject terminates the use of services of the ESO.
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We all hate time wasters. Documentation often is seen as one of these time wasters, mostly because it is boring to do. Planning is often seen as kind documentation, so there is a natural tendency to just skip this step for efficiency. However, people forget the hidden cost of skipping this documentation step: no agreement on shared understanding may cause the project will take a lot longer than people think, and this is only the beginning of other disadvantages of not having proper documentation.
Continue readingIn the world where all of the metrics are available to be fetch and tracked, we end up on too many things being measured or worst, too little things that are being measured. It is impractical to make smart decisions based upon all available data and impossible to make any decision without data, and virtually impossible to make every metric as a priority worthy of improvement. The first challenge is deciding on what to measure, this article is intended to propose following metrics as the de jure metrics that being tracked and constantly improved going forward within tech team that I led so far.
As the company growing and more product verticals are coming in, and more competitors coming in not only from Indonesia but also big players from outside the country, there are needs from stakeholders and management (C/VP levels) to ensure we are delivering our initiatives more than ever. Hence, ensuring a team to be self-organized, transparent, and great visibility of ongoing and upcoming project progress are very critical. Spotting potential delays early and doing continuous improvement on how we structure the team and do communication within the team is also essential for us to achieve effective & efficient productivity.
Continue readingYour boss answering a simple yes or no question: pic.twitter.com/8uTFWpNyTV
— shelby wolstein (@ShelbyWolstein) May 8, 2020
Both parties are equally engaged and curious about the other. Answers are thoughtful, and each participant always turns their answer back into a question for the other.
Tech Resume is an internal personal profile managed and updated by us as an employee with information including current and past projects, accomplishments in our current company, expertise, impact, motivation, career aspirations.
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