I’ve been leading engineering teams for over eleven years. In that time, I’ve never lost an engineer I didn’t want to lose.
I’m not saying that to brag. I’m saying it because it surprises people, and when they ask how, I never have a satisfying answer. There’s no framework. There’s no retention programme. There’s no career ladder with carefully defined levels and competency matrices. There’s just a way of working that, apparently, makes people want to stick around.
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