Former employee here. So disappointed to see this. Those ERGs include groups for Black people immigrants, even working parents. They’re not political—they’re for people to support each other.
This is a rant in search of a problem to solve. It doesn’t make a strong case for a “scourge”. The issues it points out have less to do with title inflation and more to do with bad leadership, planning, and comms.
Reasonable people can disagree about how to do this best, so I'd be curious to hear any feedback you have. In our case, we're trying to be as open, transparent, and straightforward about what we look for as we can.
Unshiny products may not make your friends envious, but it's where the real impact is, not to mention learning and passion. Just substitute each instance of "Designer" in the article with "Engineer" or "Founder".
Spot-on. As someone who speaks a lot, I still find this to be the most challenging (and worthwhile) part of the presentation lifecycle. Kudos for recognizing that and including it in your post!
Love this post. Great tips that are useful for anybody/everybody, introverts and extroverts alike.
Just want to make the point that shyness/anxiety/insecurity != introversion. They're completely separate spectrums. Sure, sometimes they cross one another, but correlation of the two does not mean causation.
Everyone's different and your mileage may vary, but it's important not to generally conflate these two concepts or else you risk framing someone the wrong way and end up totally misunderstanding them.
Why not hire junior devs (or marketers, or any other staff for that matter), train them in your company's culture and work methods, and let them grow into the senior role once they have a better understanding of your company and it's customers/users?
It seems to me like this approach would give entry-level folks a chance to develop their skills while also producing far more learning and teamwork than you'd have otherwise. All while saving cash for other strategic needs.