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We use Extreme Programming as our model of how to develop software. They also love test-drivendevelopment, pairing, continuous integration, and evolutionary design. They tend to be passionate, senior developers. Our engineeringmanagers are at the forefront of that effort. And were an XP shop.
For exaqmple, “Basic Design” includes these skills: Decompose problem into tasks Class abstraction Mental model of your team’s codebase Mental model of a complex dependency Campsite rule Fail fast Paranoiac telemetry Evaluate simple dependencies (There’s a document that explains each skill in more detail.)
As we’ve put it into practice, it’s definitely been a lot of work for managers to fill out the spreadsheets. For managers that know their employees well, the work’s been tolerable. mostly a matter of documenting what they already know. For managers that are new to their team, it’s been tough.
Bear in mind that fixing bugs without running tests could also introduce new bugs into the system. Well-written unit tests act as documentation for your code. Any developer can quickly look at your tests and know the purpose of your functions. Unit testing is an integral part of extreme programming.
And you figure it out later when you find your architect under printed Confluence documents. We’re all familiar with Test-DrivenDevelopment, right? We want to try Retention-Driven Onboarding. Gallagher: And the other key component of this is Employee-driven onboarding. Don’t pretend like it is.
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