> 2. Being right is cheap. Getting to right together is the real work
> 6. Your code doesn’t advocate for you. People do
> 14. If you win every debate, you’re probably accumulating silent resistance
The common thread here is that in large organizations, your impact is largely measured by how much you're liked. It's completely vibes-based. Stack ranking (which Google used to have; not sure if it still does) just codifies popularity.
What's the issue with that? People who are autistic tend to do really badly through no fault of their own. These systems are basically a selection filter for allistic people.
This comes up in PSC ("perf" at Meta, "calibration" elsewhere) where the exact same set of facts can be constructed as a win or a loss and the only difference is vibes. I've seen this time and time again.
In one case I saw a team of 6 go away and do nothing for 6 months then come back and shut down. If they're liked, "we learned a lot". If they're not, "they had no impact".
Years ago Google studied the elements of a successful team and a key element was psychological safety. This [1] seems related but more recent. This was originally done 10-15 years ago. I agree with that. The problem? Permanent layoffs culture, designed entirely to suppress wages, kills pyschological safety and turns survival into a game of being liked and manufacturing impact.
> 18. Most performance wins come from removing work, not adding cleverness
One thing I really appreciated about Google was that it has a very strict style guide and the subset of C++ in particular that you can use is (was?) very limited. At the time, this included "no exceptions", no mutable function arguments and adding templtes had an extremely high bar to be allowed.
Why? To avoid arguments about style issues. That's huge. But also because C++ in particular seemed to attract people who were in love with thier own cleverness. I've seem some horrific uses of templates (not at Google) that made code incredibly difficult to test for very little gain.
> 9. Most “slow” teams are actually misaligned teams
I think this is the most important point but I would generalize it and restate it as: most problems are organizational problems.
At Meta, for example, product teams were incentivized to ship and their impact was measured in metric bumps. But there was no incentive to support what you've already shipped beyond it not blowing up. So in many teams there was a fire and forget approach to filing a bug and forgetting about it, to the point where it became a company priority to have SLAs on old bugs, which caused the inevitable: people just downgrading bug priorities to avoid SLAs.
That's an organizational problem where the participants have figured out that shiping is the only thing they get rewarded for. Things like documentation, code quality and bug fixes were paid lip service to only.
Disclaimer: Xoogler, ex-Facebooker.
[1]: https://www.aristotleperformance.com/post/project-aristotle-...