Comments URL: https://news.ycombinator.com/item?id=44262110

Points: 2

# Comments: 0

I think relying on discipline alone in a team is usually a recipe for disaster or at the very least resentment while the most disciplined must continually educate and correct the least disciplined or perhaps least skilled. We have a clippy `deny` rule preventing panics, excepts, and unwraps, even though it's something we know to sometimes be acceptable. We don't warn because warnings are ignored. We don't allow because that makes it too easy to use. We don't use `forbid`, a `deny` that can't be overridden, because there are still places it could be helpful. What this means is that the least disciplined are pushed to correct a mistake by using `Result` and create meaningful error handling. In cases where that does not work, extra effort can be used to add an inline clippy allow instruction. We strongly question all inline clippy overrides to try to avoid our discipline collapsing into accepting always using `unwrap` & `allow` at review time to ensure nothing slips by mistakenly. I will concede that reviews themselves are potentially a dangerous "discipline trap" as well, but it's the secondary line of defense for this specific mistake.

My understanding of this reputation is: This often happens at the detriment of either product quality or employee satisfaction. It's debatable if they actually have a reputation of providing value. I think short term? Maybe, albeit expensive. Long term? I'd say no.

Tiktok was allowed to establish its own brand and develop a community while shorts and reels are intrinsically tied to their past. They may be able to escape that history but I don't think it's helping them be fast movers or win "cool" points.

Is this just your belief or is there evidence you can point to.

How would you differentiate manual intervention from algorithmic intervention?

https://github.com/facebook/buck2/tree/main/starlark-rust/vs...

I thought this was a pretty good system and despite the cycles being shorter, we had enough engineers to fill a rotation pretty well so that at most you were on call once a month, alternating months between weekend and weekday on-call cycles.

I still do not enjoy being forced into on call and wish I could opt-in. We traded weeks a lot but with smaller rotations or really finicky paging its awful. I still have a sinking feeling in my gut when I hear the work phone ringtone from somebody else's phone in public, and murphy's law definitely applies to being on call -- you always get paged the minute after your beer gets delivered at a restaurant.

There are dozens of articles about the problems with matrix management that it introduced.