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Leadership News
Medium
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Sustainability in Software Development: Reducing Emissions and Building a Greener Digital World
- Software development has a significant environmental impact, contributing to around 3–4% of global CO2 emissions, which is comparable to the airline industry.
- Emissions from popular websites like YouTube, Netflix, Facebook, and Amazon can also generate significant amounts of carbon emissions, ranging from thousands to millions of tons of CO2.
- Several tools like the Website Carbon Calculator, EcoPing, EcoGrader, Green Web Foundation, and Sustainable Web Design (SWD) exist to help developers optimize their website for sustainability.
- Sustainable software development practices can lead to lower costs, improved user experience, positive brand image, regulatory compliance, increased performance, SEO benefits, enhanced accessibility, and employee retention and satisfaction.
- Best practices for building sustainable code include optimizing images and media, efficient code structure, minimizing API calls, reducing JavaScript execution, green hosting, and using content delivery networks (CDNs).
- By choosing sustainable practices, developers can make a significant impact on reducing emissions, cutting costs, and providing a better experience for users, while contributing to a healthier planet and fostering innovation and efficiency.
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VoIP
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Snom appoints Fabio Albanini as Vice President of Global Sales
- Snom has appointed Fabio Albanini as its new Vice President of Sales.
- Albanini will be responsible for the company's global commercial strategy, focusing on growth in target markets and developing new sales channels.
- He has played a key role in increasing Snom's market share in Europe, the Middle East, and APAC regions.
- Albanini's passion for sales and strong customer orientation makes him an ideal candidate for the position.
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Salesfuel
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How to Excel at Standard Sales Jobs
- To excel at a standard sales job requires a combination of genetic predispositions and environmental factors.
- Sales skills such as emotional intelligence, communication skills, and analytical skills are essential for success in standard sales jobs.
- Research suggests that good salespeople are both born and made, with genetic variants associated with positive educational attainment being better predictors of sales performance.
- Adaptive learning, which focuses on personalized learning experiences, can enhance the skills required for standard sales jobs.
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Medium
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50
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Nvidia GeForce for Windows Vista 18y ago
- NVIDIA GeForce graphics card showcased for Windows Vista 18 years ago.
- NVIDIA surpasses Apple in market value, becoming one of the largest companies.
- Key milestones in NVIDIA's journey include the release of NV1, RIVA 128, GeForce 256, and CUDA.
- NVIDIA's focus on AI, acquisition of Mellanox Technologies, and dominance in AI chip market are key factors in its success.
- Future plans for NVIDIA include expanding into automotive, robotics, metaverse technologies, and other markets.
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Medium
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Optimistic UI: Making Apps Feel Faster (Even When They’re Not)
- Optimistic UI assumes that actions will succeed, updating the UI immediately.
- Optimistic UI works well when actions are likely to succeed and a fast response is important.
- Cache management is essential for maintaining consistency between what the user sees and the actual data stored on the server.
- Building an Optimistic UI typically involves steps like setting up local state and cache, triggering optimistic update, sending a request to server and confirming/reverting actions.
- Pros of Optimistic UI are Instant feedback, enhanced Core Web Vitals, and higher user engagement.
- Cons of Optimistic UI are higher error handling complexity, risk of inconsistent data, and increased testing requirements.
- Upcoming updates like React 19 will make it easier to manage complex asynchronous actions with improved performance and ease of use.
- Future updates to tools like React Query and Apollo Client will simplify cache management, optimistic updates, and error handling.
- Optimistic UI is a technique that makes apps feel more responsive by updating the UI before receiving a server response.
- With good cache management, an Optimistic UI can create a smooth user experience, improve Core Web Vitals, and can help build high-performance, user-friendly applications.
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Askamanager
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can you be fired for making a pass at your boss’s spouse, volunteer dropped the ball, and more
- Firing an employee for making a pass at a boss's spouse is reasonable if the relative tries to personally betray the boss.
- It would also be reasonable, and legal, to fire an employee for kidnapping, sheltering an evil twin, or blackmailing their long-lost uncle.
- When an unpaid volunteer is not responding to inquiries, then at some point, assume they're not doing the work and make other plans.
- Set clear boundaries and politely decline social overtures if a colleague tries to befriend you after an unpleasant past altercation.
- It is best to politely redirect people who want free advice to pay you for it, or refer them elsewhere for pay.
- Cover letters with instructions to readers like “If you did, write ‘Booyah’ at the beginning of my follow-up email. Because you did what most don’t!” are unprofessional.
- It's best to ignore such letters and not give feedback as it's not the job of the employer to coach them.
- The rise of applicant tracking systems can leave job seekers frustrated with the lack of response from employers.
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Hrdive
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Back to Basics: What is intermittent FMLA leave, and why is it so hard to manage?
- According to Jeff Nowak, intermittent leave is most commonly associated with chronic health conditions that are episodic in nature.
- Intermittent leave is also perhaps the most difficult category of FMLA leave to administer, according to Jeff Nowak, shareholder at Littler Mendelson and author of the FMLA Insights blog.
- The process begins by training managers to identify absences as potential FMLA absences and having call-in procedures that specify the time period by which an absence must be reported, the person to whom the absence should be reported and what the call itself should cover.
- When an FMLA leave request is made, employers may require employees to provide medical certification in order to verify the employee’s need to take time off.
- Effective use of medical certifications allows employers to fight FMLA fraud and abuse, and it’s important to follow up on patterns of absences to ensure intermittent leave is being used properly.
- Upon approval of leave, employers should remember to have an HR team member or a manager talk through certain expectations around leave with the employee.
- It also may be a best practice to discuss expectations with respect to scheduling future medical treatments.
- Employers have a name for this kind of FMLA situation: intermittent leave, that which occurs at irregular intervals.
- Communication is essential to ensure compliance.
- Obtaining medical certifications (and using them to your advantage) is critical.
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Hrdive
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Captive audience meetings are unlawful, NLRB says
- The National Labor Relations Board (NLRB) has ruled that requiring employees to attend captive audience meetings is a violation of the National Labor Relations Act.
- The decision overturns a previous precedent that allowed for such meetings.
- The NLRB stated that captive audience meetings interfere with workers' rights and undermine the goal of ensuring a truly free choice about union representation.
- The decision brings the nation in line with 10 states that have already banned captive audience meetings.
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Hrdive
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NLRB: Grindr retaliated against unionizing workers by forcing a return to office
- Grindr allegedly retaliated against unionizing workers by implementing a return-to-office plan.
- More than 80 workers were terminated for not adhering to the relocation mandate.
- The National Labor Relations Board filed a complaint against Grindr for violating labor laws.
- The increase in union activity and unfair labor practice charges has been observed during the Biden administration.
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Askamanager
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430
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our new boss is ruining the organization and is upset that I’m pushing back
- The reader's longtime boss left the company, and she has taken over as interim director. A new director, Marcia, has been hired and staff has concerns that she will not be a good match for the organization's culture. Since Marcia started, she has implemented rapid changes with little or no staff input and, generally, without the positive resolution. The reader has spoken to Marcia about her concerns and the feedback from the staff, and suggested an external facilitator to get them on track. After two weeks, she received an email from Marcia refusing the offer and stating she would not seek a facilitator since she did not trust the reader's judgment.
- The reader is wondering whether or not she was out of line suggesting an outside facilitator. She has no idea what to do next. She has two options: start planning to leave or go to the board. The current director, Marcia, sees the reader as a threat to the organization's stability, and that bodes badly for her future there.
- Non-profit boards generally shouldn't get involved in day-to-day staff issues. However, as the interim director, the reader can discreetly talk to one or two board members about what's going on, including that Marcia may have put action plans in place to push her out. It might be worth a shot if she doesn't want to leave altogether.
- The current situation that the reader is facing highlights the importance of clear and open communication. For both the reader and Marcia, it's critical to work on identifying the root cause of communication issues and not let it go unchecked for too long. Avoid blaming others or making false assumptions that could harm the organization's culture.
- The situation also underlines the importance of the hiring process. Hiring not only involves finding the right candidate for an organization's culture, but it also entails assessing their leadership style to ensure that they maintain trust in their employees' abilities.
- Ultimately, the reader's best bet would be to stay professional, look for other opportunities, and plan accordingly. An environment where a new boss comes and tries to implement massive changes without any input from the staff is not an environment where people can thrive in the long-term.
- Most importantly, the reader needs to realize that she is not the one that is the cause of the problem, and it's dangerous to consider herself as one. Instead, she should reflect on her expectations of the organization, evaluate her career goals, and decide if she wants to stay and fight for the organization's culture or move on to another organization that aligns with her professional values.
- Overall, when a new boss tries to change everything fast and shows distrust in the staff, it's indicative of larger problems at the managerial level. If conflict resolution is not taken seriously, stress will pile up, and talented people will leave. Consequently, it may affect the organization's ability to work towards its mission and cause long-term harm to its reputation.
- For this reader, the situation is already critical. Even if she talks to the board, it may backfire, and she may end up losing her job. Therefore, the best option would be to stay professional, keep an eye out for new opportunities, and leave once she has secured a better position.
- To conclude, the bottom line is that the reader needs to stay calm, focus on her work, and evaluate her options. She needs to be proactive, network, and look for other opportunities elsewhere. It's essential to understand that the reader is not the problem, a lack of communication and cultural fit is. Therefore, she needs to avoid blaming herself and work towards securing a better future for herself.
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Hrexecutive
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Most Admired for HR: The top 50 companies this year
- Nvidia and United Health Group top the Most Admired for HR rankings.
- Taiwan SemiConductor and Advanced Micro Devices secure the third and fourth spots respectively.
- Amazon jumps 22 spots to claim the fifth position, while Apple falls to sixth place.
- DHL Group, last year's top-ranked organization, drops 92 spots.
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Hrexecutive
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How AMD’s culture transformation made it an org Most Admired for HR
- Top-ranking organizations prioritize talent in a way that extends beyond financial or technological investments.
- Culture is a priority for many top performers on the Most Admired for HR rankings.
- AMD broke into the top 10 in 2022 and continued to climb by emphasizing culture transformation.
- HR’s emphasis in recent years has been less on programs and more on values.
- AMD wanted to build a culture by design and not by default, by focusing on three simple organizational priorities.
- To build culture transformation, AMD looked to the McKinsey 7s Model for inspiration.
- AMD delineated specific behaviors like being direct, humble, innovative and collaborative, with a strong drive for results and a sense of urgency as part of its leadership framework.
- AMD employees use data to measure everything and have become extremely data-driven.
- Data became particularly key as progress built across the entire company, driven by an intentional commitment to capabilities like continuous learning.
- Employee feedback through surveys has been critical to AMD's success and growth.
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Productcoalition
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Does Anyone Really Ever “Complete” a Sprint
- The real secret to sprint effectiveness isn’t about checking every box by Sprint Review day; it’s about delivering consistent value while maintaining team sanity and stakeholder trust.
- Perfect sprint completion itself is a vanity metric.
- Instead of playing a weird game of capacity chicken with your sprint, teams should estimate work more reasonably and plan for 80% capacity and acknowledge that if everything is P0 then nothing is.
- Measure what matters including value delivered to customers, velocity, team sustainability, prediction accuracy, and quality of output.
- Agile ceremonies should offer opportunities for genuine collaboration and improvement.
- Conversations need to be had with stakeholders that clarify the new way of working.
- Stay focused on planning based on reality, delivering consistent value, measuring true metrics of success, learning and improving, and managing expectations well.
- The real win will be the maximal value you provided your customers along the way.
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Medium
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50
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Want To Know What’s Expected Of You? Talk To Your Manager
- Navigating new responsibilities and determining your course of action as a manager requires initiative.
- Scheduling a meeting with your manager is essential to clarify expectations.
- Onboarding procedures can vary from company to company, making it important to figure out as much as possible on your own.
- Ensure that you and your manager are on the same page to define your success as an EM.
- Ask questions about your role, what your manager expects of you, and what specific problems you were hired to solve.
- Understand the performance metrics and KPIs vital to your role.
- Clarify expectations around key areas such as working hours and communication.
- Make it a point to ask directly if there are any responsibilities you need to take on that haven't been discussed yet.
- Understand that understanding manager expectations is an ongoing process that requires regular check-ins.
- Take initiative and exercise your agency in navigating this transition.
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Askamanager
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183
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job candidate says she would need to work for us secretly
- A candidate for a part-time position refused to provide any work-related references, stating that she needed to work for them secretly.
- She mentioned that it was important for nobody she deals with through her current business to know she would be working for the company.
- The employer ultimately moved on with another candidate who was willing to provide references and questioned the feasibility of the secrecy requested by the initial candidate.
- The employer speculates that the candidate may have been embarrassed about the profitability of her current business and sought the job interview as an alternative.
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