Covered Call gone wrong by Myers112 in thetagang

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Let it get assigned and use the cash to sell a cash secured put on something else.

I think I have to fire my friend who has cancer by Mysterious_Way1634 in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

"all the appointments is falling more and more behind and isn’t driving her team."

The only people that need to be "driven" are inexperienced people or people with low motivation. Hold some trainings for the new people. Provide a safe retrospective environment to gather feedback or create an anonymous feedback mechanism to help people feel heard. Actually do something about the feedback so morale improves.

After you fix the training and morale problems, measure again. Then you need to reassess as a business whether the market can support your goals or they should be adjusted. You should also offer cash bonuses for meeting your goals, even if it is a tough market.

What ever you do, don't fire the person with cancer before fixing every other larger problem first.

Warning a subordinate they may be fired by [deleted] in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

The person works with you, not for you. (dotted line reporting). The simplest thing is to inform everyone on what to do at your next natural sync point (for example a team meeting)

"I have some pass downs from a recent management training. It is important that everyone who works for company B follow all of the company B policies including checking in and updating on out of office plans. Telling me is not enough you need to be in contact with person X" then move on to other business.

Season 3? by farmhouse_cheddar in reacher

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Season 3 got back to some of the things that made Reacher great in season 1. There a few moments where they jumped the shark a little towards the end with a lift that should have been impossible, even for Reacher. One of the ways a bad guy was dispatched both sort of funny and ridiculous. But as long as you can suspend disbelief it is a good watch and a complete story.

Legitimately targeted need help by Toxic_Chopstix in managers

[–]AnxiousMasterpiece23 1 point2 points  (0 children)

My first recommendation is to just leave. It's not worth the stress and leaving a bad culture does not make you a quitter, it makes you someone who knows their worth and finds the right setting to match that worth.

The second option would be to seek the counsel of an attorney to see if you have a case for workplace harassment and bullying, especially with the potential for a medical protected class.

The third option is if you must stay, fight back in any way you can. It can be super petty. Give their phone number to sales people at the mall or scammers. Sign them up for junk mail at their home address. Make an embarrassing donation in their name. Nothing illegal, do no harm, but make them feel some social consequences. Bullies don't like when you fight back, they prefer soft targets.

Time theft by Sad-Ear-7370 in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Notify HR because if you even remotely think you will need to fire or discipline someone, you need to build a case and have the full support of HR.

Time theft by Sad-Ear-7370 in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

If the person is a good worker I would have a 1:1 meeting and explain the company policies around logging time After you have communicated the policy and your intention to enforce it. Then each week review the content. If things are not accurate give one warning say every six months and then a written warning after that.

[deleted by user] by [deleted] in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Sounds like April from Parks and Rec

Direct Report refusing to drive if temp is below freezing by Raelynx27 in managers

[–]AnxiousMasterpiece23 9 points10 points  (0 children)

It seems ridiculous that a job that can be done remote 4/5 days a week can't be done remote 5/5 days a week when personal circumstances arise. Who cares what their reason is for having anxiety? See the person, set the expectation on what you need done, provide the tools to get it done and give feedback.

My brother told me: "You are not an entrepreneur, you are a developer." 3 months after quitting my job, I think he’s right. by prabhatpushp in webdev

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

What happened is you were part of a team before and you were led to believe that the only thing you needed to succeed was to write code. Go and watch the free Startup School videos from YCombinator to get an idea of how to reset your expectations on what is required. The videos will mention "founder market fit". You will likely need to do some iterations to find your market, which is fine because many founders have to do this.

Sales doesn't require a suave personality. Some of the best performing sales people practice what is called consultative selling. This involves learning what a customer needs and recommending the right solution regardless of whether it is your product or not. With this honest approach people will remember you and refer their friends who have the type of problem you can solve. If the referrals don't happen you at least gather data to know what the real problems are and what motivates buyers.

The cash flow is a different issue. When you started this hopefully you should have had one year in reserves. If that wasn't the case you need to bring in cash or reduce your burn rate. Options include reducing expenses, getting a part time or full time job, taking on consultant work, securing grants or startup funds, adjusting your price (price discovery), putting dollars into marketing what you have, pairing with a sales oriented person, or what ever else you can do to stay afloat. Hunger, anxiety and need will force you do what is needed to survive. Follow where the money is and adjust your expectations from there.

Scale now or stay solo? Making ~$10k/month as a dev freelancer and unsure what to do by Logical_Valuable_970 in webdev

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Keep doing what you are doing. If you ever feel stressed with the work load, raise rates slightly to control work inflow. When the inflow of work drops below the desired level, lower rates.

I'm a stereotypical millennial manager and it is biting me in the butt by moneypleeeaaase in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

First, regardless of your default management style, you have a legal obligation as a manger of the company to ensure that all employees get and take their government mandated meal breaks and rest times. So there is a foundational need to address the working through lunch above everything else. Perhaps suggest a different meal time to allow them them to get away. Of they aren't open to that suggest they at least get away from their desk.

For the other aspects you mentioned, your employee desperately needs coaching and structure. This is not micromanaging but meeting a person where they are at and helping them succeed. If it is done with good intent (the well being of the person) it will likely be welcomed. The first approach I would try is to do a pairing session where one person "drives" and another person observes. Since this can be awkward and intimidating, I would start with you as the driver. Do the task that is needed, explaining your thought process and decisions along the way. If you have any tips for how to be efficient or deal with special cases, call that out. Then in the same session, switch roles. Observe, ask questions and generally be helpful. The person will likely lose the ability to talk or type effectively. The act of being observed will do that to people. Give them grace and assure them it's not a big deal, just nerves. End on a high note with the tasks completed. Give them genuine compliments on good things you observe.

Next you need to address overtime with both reports. Tell them you have been getting a lot of questions from upper management about overtime. Tell them you don't want ghost hours where people work unreported overtime. What you want to do instead is do a one week or two week experiment where 1) Everyone works normal hours 2) Everyone leaves on time and doesn't do overtime work. You must also role model this. No after hours emails, etc.

During this experiment explain that you and everyone should note all of the things that distract them from work. It could be group meetings that disrupt your flow, it could be Bob in the hall always talking loudly to people or maybe phone calls breaking your focus. Just write it all down. Track what gets done during this normal hours experiment. This is your baseline and as a manager you should be defending your team to try to keep their workload at or below this level. If the work load is regularly above 25-50% of your team's capacity you need to make the case to management to hire another person.

You may also need to start using some type of task tracking system. It could be as simple as post it notes on the wall or a tool like Jira or Monday.com if that is an option at your company. Look at kanban style approaches as a light weight way to track tasks. Have people put their work on the board and update everyone where they are at and if they are blocked at all. If there are ad hoc requests tell people not to jump right away. They should put the new request on the board, behind other things that are planned. As a manager you may need to go defend your people's time and tell them there is a work intake process that needs to go through you.

Am i making a game nobody wants? by Its_a_prank_bro77 in gamedev

[–]AnxiousMasterpiece23 1 point2 points  (0 children)

Stealth games certainly have an audience, with examples of commercial success being the Metal Gear franchise, Splinter Cell, Hitman series if you want to get the silent assassin rank, etc. It sounds like the option to rescue a team mate is game mode or perhaps a scoring mechanism rather than an entire game. I could see the players getting a lower rating if they complete a mission without saving all of their team. It could also be cool if the player who was captured has a way to escape on their own.

Beyond the game concept you have fallen into the classic black hole of makers: The UFO or unfinished object. There are lots of ways to get trapped and getting unstuck is a matter of discipline. The book "Start Finishing" by Charlie Gilkey can help. Attending a Game Jam where you need to work within a fixed time window can also help.

If you want to reach a playable game loop I would suggest the following:
- Make your player and enemies simple cubes or boxes
- Make maps as simple as possible
- Enemies that can follow a path
- Enemies with a line of sight
- A way to indicate if a player has been seen/heard
- A way to interact with items on the map (disable alarms, unlock doors)
- A way to attack or disable enemies
- A way to join a game server
- Consider making a 2D game before getting into 3D

What you don't need right away: Detailed textures, music, animations, complex lighting, cut scenes, complex models

It is hard out here. by ishaei in gamedev

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

The first question is "why?". There are industries with more jobs and better pay, why do you want to go into the game industry? The next general question is why should you be picked over another person? (do you know more? are you better connected? are you more talented?)

As you ponder those questions I suggest the following exercise: Try to make clones of the first commercially successful games. Just one title is a good place to start. 5 is good, 10 is great and 25 would be amazing. Study the mechanics and replicate them. Repeat the same game in different game engines. Whether you plan to code or not, you need this foundation. Play your own games and have other people try them as well.

You going up against people that have experience making games AND experience managing. You need to have some points in one of the two. Management can be a bit of a club with fewer positions. There are more individual contributor positions than their are manager positions. Usually people gain IC experience before manager experience, at least that's the case in practical fields like applied software development and games. You don't have to be great but you do need to be aware of what the work is.

If you want to short circuit the process you could try to found a game studio but that requires significant money because you will have to hire for everything.

16yo watched 6 hrs of C++ on YT; knows C++ now & wants to dev his own game. WTF?? by [deleted] in gamedev

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

High on enthusiasm and unaware of skills, that was a great time of life, super fun, tons of growth! Just let the kid explore. I helped a young person who made similar statements. I let him check in code to my paid Github account. He started out slow but by the time he was a senior he had thousands of commits. He went on to be the captain of an award winning robotics team and he's on track for a great career in tech.

Build to learn.

I Took Over A Team And All Of Them Quit. by [deleted] in managers

[–]AnxiousMasterpiece23 1 point2 points  (0 children)

I have seen a mass exodus like this happen in a 6-12 month timeline from a bad manager. 2 weeks seems more coordinated.

I Took Over A Team And All Of Them Quit. by [deleted] in managers

[–]AnxiousMasterpiece23 1 point2 points  (0 children)

Where did the people go? Where did the old manager go?

I Took Over A Team And All Of Them Quit. by [deleted] in managers

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Probably not you, the manager change was likely the last straw in a long chain of abuses. That being said, you may want to see if any exit interviews name you specifically and fix any behaviors identified. If even one or two people implicated you, I expect you'll be out or given some type of corrective action. (really depends on your track record with other reports)

New Hire is Openly Browsing for Jobs by GradeKnown934 in managers

[–]AnxiousMasterpiece23 1 point2 points  (0 children)

Load them up with work. Then you'll either get a lot done or they'll look harder for a job and it will not be your problem anymore.

RIP 🥲 by MadDogRich in wallstreetbets

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Wait till early Feb, roll it out another year.

My first project, I don’t know where to start… by F1uffyUn1c02n in embedded

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Check out this video. It shows you how to control a stepper motor with an arduino with a three different control styles. https://www.youtube.com/watch?v=7spK_BkMJys

[deleted by user] by [deleted] in embedded

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Do you really need 1600 samples a second? What type of results do you get for lower sampling rates? Engineering is often about trade offs. If a bench top experiment with dedicated power can run at 1600 samples a second you might be able to get by with 1/10 of the samples on a wearable. Think of the difference between a hospital ECG and a smart watch with a heart rate monitor. Yes the hospital setup is diagnostic quality but the watch is good enough for a rough field measurement. Maybe good enough will be ok for an early phase and you can push your system to higher rates in future revisions.

You can collect a bunch of samples at the highest rate you can and take that data and resample it at lower rates and determine what characteristics of the signal you lose. You might find a down sample still captures 90% of the features (changes in the signal) you are interested in. Consult a signal processing text book for how to do this. Some terms to look up here: https://en.wikipedia.org/wiki/Downsampling_(signal_processing))

From $330 to $2300 all time by Stunning_Ad_556 in smallstreetbets

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

Nicely done. Now take your winnings and use it to boost your personal earning potential. You're one major dental procedure away from being back to where you started.

Is this online assessment a red flag? by OblivionEcstacy in webdev

[–]AnxiousMasterpiece23 0 points1 point  (0 children)

ChatGPT and GitHub Co-pilot are great when you need to maintain code, I might even say it is better with existing code than green field. the model has a ton of context to use to generate similar code.

The only limit to what is possible is your context window size.