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add remote onboaridng for jr eng
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NewAlexandria committed Aug 30, 2023
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22 changes: 11 additions & 11 deletions .obsidian/workspace.json
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14 changes: 11 additions & 3 deletions career-coaching-training.md
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Expand Up @@ -39,9 +39,17 @@ Though this chart can be excessive, most of these pressure exist in people, in t
* get out of the way as necessary
* Create synergy
* chasing information to do work drains motivation and depletes trust between teams
* default open” culture of learning and improvements; ideas, information, and feedback, flow freely
*

* default open” culture of learning and improvements; ideas, information, and feedback, flow freely

### Some Routines for Personal-Professional Growth
*([ref](https://dev.to/inovak/7-habits-to-cultivate-for-becoming-a-better-software-engineer-344o))*
* Invest in Your Craft Outside of Work
* Understand the Why, Not Just the How
* Collaborate Intentionally
* Architect with the Future in Mind
* Own Your Code
* Continuously Improve Through Feedback and Reflection
* Bring Passion, Curiosity, and Perspective

#### Trust

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54 changes: 53 additions & 1 deletion onboarding/NHO-team.md
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* roadmap
* legacy
* tooling
* docs
* docs


## Remote Onboarding of Jr. Developers

These are common ideas to [[_site/remote-work|Distributed / Remote Work]] but they work especially well for early-career people.

In all cases it's more about finding the right tone to get people to try it and realize the value. It can help to screen for willingness and receptivity during onboarding. Find how to get people to take risks and experiment with the changing office landscape, but know the chemistry of your team, too.

> In the first week, do NOT leave them to their own devices, and do NOT assign them career training materials
It's not everyone's jam, but 'avatar tools' [like Gather.town](https://www.gather.town/) help to create some of the spatial feel of being around others.

You can also do "Shared space" sessions, where everyone joins a video call while doing quiet solo work. People can split off if a question gets too distracting to others. Sometimes these are best done in pairs, since the conversation styles can be aligned.

Regular collaborative sessions, such as mandatory pair and mob programming, are also effective.

#### Journaling and Relative Time

You can also look to promote Journaling vs Standup. This is more common to when time zones and scheduled don't overlap enough. But, with a jr or new hire, there are many things they'll be thinking, and their effective 'time and space' will be very different from the rest of the team. Even if they are in the same office. Look to use intermittent daily journaling to give value in place of common standup time, and to act a bit like a GTD / pomodoro.



### Mentorship

You are asking the rest of your team members to add "mentorship" to their weekly work, and duties. Communicate expectations, requirements, and policies, and ensure conversation to find the balances, and out-of-balances.

Here are some [common guidelines](https://dev.to/codemouse92/training-juniors-remotely-is-possible-heres-how-1g0n):

- Ask more questions than you give answers. Try to lead the mentee to discover the answer themselves.
- Demonstrate more than explain.
- Be honest with your shortcomings. Normalize making, owning, and fixing mistakes.
- Offer to research with the mentee, even if you know the answer. No one is born knowing how to properly use Google, ChatGPT, or Stack Overflow.
- When you explain something, always have the mentee explain it back to you.
- Let the mentee devise their own solutions.
- Show when to make documentation


#### Asks plenty of open-ended questions.

In particular, I recommend the following:

- What went well this week?
- What challenges did you face?
- What have you learned this week?
- What are you trying to solve right now?
- How can I/we best support you this coming week?

## Things To Watch Out For

* Lack of attention to detail
* Poor time and priority management
* Isolation, or "Lone-Wolfing" (and Psychological Safety)
14 changes: 13 additions & 1 deletion remote-work.md
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Expand Up @@ -263,9 +263,21 @@ It's a good idea to formally create [informal communications](https://about.gitl
Coffee 1:1s, open video-call times, happy hours, etc, but can also be unscripted ‘drop in’ times and anyone can state their openness. Social contact cannot be forced, but we can each do our part to make it certain times more enjoyable than others. For fully distributed teams, ensuring these times holds lasting value.



1:1 times are important, too. Team members that collaborate with each other (1:1) should expect a small bit of time will go to just being a normal human with each other. This often appears as 5 (or whatever) minutes of talking before getting down to business. If you can plan for a little bit of this time each week, no one will be surprised.

#### Virtual Gathering spaces

It's not everyone's jame, but 'avatar tools' [like Gather.town](https://www.gather.town/) help to create some of the spatial feel of being around others.

You can also do "Shared space" sessions, where everyone joins a video call while doing quiet solo work. People can split off if a question gets too distracting to others. Sometimes these are best done in pairs, since the conversation styles can be aligned.

Regular collaborative sessions, such as mandatory pair and mob programming, are also effective.

In all cases it's more about finding the right tone to get people to try it and realize the value. It can help to screen for willingness and receptivity during onboarding. Find how to get people to take risks and experiment with the changing office landscape, but know the chemistry of your team, too.

### Journaling vs Standup
When time zones and scheduled don't overlap enough, look to use intermittent daily journaling to give value in place of common standup time, and to act a bit like a GTD / pomodoro.

### Re-creating the Office

* happy hour gift boxes
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