Meet Sigve Brekke (CEO, Telenor Group), Adam Selipsky (CEO, Amazon Web Services) and Erlend Prestgard (CEO, Working Group Two). They recently sat down to discuss questions like: How do you build a strong technology culture in tandem with a customer-centric culture? How do you think long-term but execute in the short term? How can companies in legacy industries transform themselves?
As I was waking up this morning, I started surfing Reddit. One post, in particular, jumped out at me. In this post, the writer (OP in Reddit parlance) had been asked to take a personality test at work by a new supervisor. The OP was asking if this was something they should agree to do.
The responses varied. Some were mildly positive, but most were very cynical since this sort of testing can be misused by bad management. However, this got me thinking and, eventually, writing this post.
I have always struggled with company HR policies that make me not feel trusted. Why donāt HR and/or management trust who they hire? Why create HR processes for the very few people who donāt behave? Shouldnāt processes be designed for the vast majority of people who are to be trusted? I just donāt get it. If you are given freedom it comes with a lot of responsibility, isnāt that rather implicit?
There are many different Erlang formatters, and as a hack day project I investigated which options exist for us at wgtwo. There are two main alternatives, but sadly both have problems. I've also briefly looked at an Erlang linter.
