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- know when to DM and when to use channel messages.
- No need to put a DM message in a channel unless others require visibility.
- tag required folks. e.g. @here/ @channel / @xyzLoginId to get their attention.
- e.g. `@here @x @y what's with this domain specific thing. FYI/cc: @a, @b, @c`
- use threads for replies. Don't pollute the channel conversations with inline replies.
- Sometimes the messages get lost in pile of replies, that's where threads :thread: help to organize attention span.
- One catch though: unless you tag a person in the main message or thread, they won't receive notification replies for thread messages. use @here / @xyzLoginId to notify them of new replies in the thread.
- Since slack doesn't have read receipts, maximize use of emojis. Sometimes it's human equivalent of a smile. e.g. Looking-👀, done-✅, :yes:, :no:, :joy:
- create different channels for different domains/areas. e.g. backend-<team>, ui-<team>, <big-feature-x>-<team>, product-<team>.
FWIW: I'm not the author of the content presented here (which is an outline from Edmond Lau's book). I've just copy-pasted it from somewhere over the Internet, but I cannot remember what exactly the original source is. I was also not able to find the author's name, so I cannot give him/her the proper credits.
[Notes] Soft Skills: The software developer's life manual
Page 47
This kind of mindset is crucial to managing your career, because when you start to think of yourself as a business, you start to make good business decisions.
Page 52
Every step you take without a clear direction is a wasted step. Don’t randomly walk through life without a purpose for your career.
Your big goal should be something not too specific, but clear enough that you can know if you’re steering toward it or not. Think about what you want to ultimately do with your career.
I was at Amazon for about six and a half years, and now I've been at Google for that long. One thing that struck me immediately about the two companies -- an impression that has been reinforced almost daily -- is that Amazon does everything wrong, and Google does everything right. Sure, it's a sweeping generalization, but a surprisingly accurate one. It's pretty crazy. There are probably a hundred or even two hundred different ways you can compare the two companies, and Google is superior in all but three of them, if I recall correctly. I actually did a spreadsheet at one point but Legal wouldn't let me show it to anyone, even though recruiting loved it.
I mean, just to give you a very brief taste: Amazon's recruiting process is fundamentally flawed by having teams hire for themselves, so their hiring bar is incredibly inconsistent across teams, despite various efforts they've made to level it out. And their operations are a mess; they don't real
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