#paper [https://www.microsoft.com/en-us/research/uploads/prod/2018/06/kalliamvakou-tse-2018.pdf](https://www.microsoft.com/en-us/research/uploads/prod/2018/06/kalliamvakou-tse-2018.pdf) # なぜこの論文を読んだか 本業でキャリアパスやマネージャーとは？みたいな議論があったのでたまたま [https://twitter.com/iwashi86/status/1557011858456182784?s=20&t=wC5sQY9lFRWG8_JgJ0v43A](https://twitter.com/iwashi86/status/1557011858456182784?s=20&t=wC5sQY9lFRWG8_JgJ0v43A) で見た論文をよんでみることに # メモ Microsoft の従業員を実験対象に良い Engineering Manager が持つべき要素が何かをまとめた論文 結論としては、以下の表と図が全て   (以下上の表の要約) Software Engineering Manager が持つべき要素 上の図にもあるようにそれぞれが (`育成` (なんかもっといい訳語をつけたい) , `人を動かす`, `仲介`) * (`個人`, `チーム`) の組み合わせのいずれかに該当する - Is available `全体` - > to signal themselves as approachable and devote time to the engineer when needed - Is technical `全体` - > to be knowledgeable about the system and technologies the engineer is working with, understanding the complexity of problems and solutions, and have input for design dilemmas - design dilemmas は、おそらく質とスピードや意図的な技術負債などを想像しているのかな - Enables autonomy `育成` * `個人` - > to provide freedom on how engineers work, show trust and support for their decisions, and help engineers be independently responsible - Supports experimentation `育成` * `個人` - > to encourage the engineer to try out new things, and signal a safe environment for unsuccessful attempts - Grows talent `育成` * `個人` - > to provide opportunities for challenging work, suggest training for the engineer to gain industry relevant skills, and provide actionable feedback to improve engineer performance - Promotes fairness `人を動かす` * `個人` - > to show appreciation for the engineer's contributions, hold themselves accountable for the team's progress, and recognize value publicly while correcting the engineer privately - Builds a relationship with team members `人を動かす` * `個人` - > to take an interest in the employees' life outside work, and care about them as a person - Recognizes individuality `人を動かす` * `個人` - > to understand each engineer's strengths and weaknesses, value diverse perspectives in the team, and fine tune the definition of success to each individual's talents and interests - Clears path to execution `仲介` * `個人` - > to shield the engineer from randomization, remove distractions and blockers, and help to resolve issues or conflicts - Builds team culture `育成` * `チーム` - > to demonstrate the rules, norms, and habits of the team, and create "what this team believes in" with input from the team - Guides the team `育成` * `チーム` - > to coach engineers on quality aspects (e.g scalability), provide guidance through appropriate questions to engineers struggling with their tasks, and help the engineer build independent decisions making skills - Maintains a positive working environment `人を動かす` * `チーム` - > to provide flexibility to balance work and personal life, energize the team through organizing events, celebrate team successes, and ensure good morale - Inspires the team `人を動かす` * `チーム` - > to be viewed as a leader, to respond in situations individually rather than have general approaches, and demonstrate passion about their work, their team, and the company - Facilitates external communication `仲介` * `チーム` - > to act as a buffer with other teams and managers, negotiate what the team can provide when, and mediate their own team's requests to other teams - Drives alignment `仲介` * `チーム` - > to share information about higher level context, explain the business intent for the product/service, create a mission with input from the team, and set clear goals for the trajectory # 感想 [jorgef/engineeringladders](https://github.com/jorgef/engineeringladders) と合わせて、Engineering Manager (のようなヒトに責任を持ってる役割) と Tech Lead (のようなモノに責任を持ってる役割) の解像度をもっとあげていきたい。 現時点だとわかるようでまだわからないというのが正直な感想 これは、[jorgef/engineeringladders](https://github.com/jorgef/engineeringladders) にも書かれていたことだけれど、モノになるべく関与せずにヒトの成果をみるの限りなく難しそうで、例えば [[Spotify Model]] 内で EM とかはどのような動きするのかとかが気になってきている。