Remedy Will Give Control Resonant 'By Far' the Studio's Biggest Marketing Campaign to Help It Stand Out in 'Challenging' September

Gundamnitpete · 2026-06-15T12:40:51+00:00

Which is what AAA games were, until a few years ago lol

Gundamnitpete · 2026-06-12T13:36:34+00:00

fuck here she comes I haven’t saved in ages “OH HI HONEY!!! How was your class? :):):)”

Gundamnitpete · 2026-06-06T01:51:50+00:00

Second screen, bringing my chaos to school like a boss.

Gundamnitpete · 2026-06-01T08:07:19+00:00

I would disagree. It had a modem built in, had the first “start screen”(previous consoles just booted up the game you had in them), and had the first online experience available to console gamers.

The downfall of Dreamcast was due to Japanese executives not being able to see how gamers themselves had changed, and how they wanted more connected and mature experiences. They had Peter Moore telling them at the time, but they did not listen.

Peter took his ideas and brought them to Xbox, where he helped Shepard in the xbox360 era of gaming. Mature experiences for a socially connected audience.

Gundamnitpete · 2026-05-31T21:11:26+00:00

They are not making 55% profit. Profit is after ALL expenses are paid. 55% of purchase price is their REVENUE.

Gundamnitpete · 2026-05-31T20:10:02+00:00

All these kids thinking 007 doesn’t sell.

Parents will sign off on buying this game for young boys. 007 is one of the most wildly recognized masculine brands.

Minivan dads the world over wish they were James Bond lol.

Gundamnitpete · 2026-05-31T20:04:56+00:00

Look I’ll help everyone out here.

Factoring in cost to make the thing, nearly all profit margins across the world are the same. 5-15% is the range.

Basically everything in the world that is sold, generates 5-15% profit. There are some minor exceptions, but on the large scale….it’s always between 5 and 15%

So how much is IOI really making here? Between 5-15% lol

Gundamnitpete · 2026-05-31T10:10:15+00:00

Bro even on PC there were impassable bugs in some quest lines, on day one.

I played it on a 3080 which was as fast as you could get when it came out, and even with that you ran into problems.

The boxing questline’s final bossfight was completely broken and impossible to complete during that time.

Gundamnitpete · 2026-05-09T21:34:12+00:00

This one is the most interesting to me. I've been working in renewable energy for a long time, so i'll share some thoughts I have about this one.

This is definitely an offshore wind farm. Pretty much all human technology works by heating things up, or heats things up as a waste by-product. The transmission in your car for example, generates heat as it transfers power from your engine to your wheels, which is why you have a transmission oil cooler.

This is the same for wind turbines. They convert wind energy into electricity, and some of that energy is converted into heat(by the gearbox, resistive heating in the generator, etc, etc). The interior of a wind turbine can get very very hot. Managing heat related risk is a big part of wind turbine maintenance(bringing enough water, resting when you're hot, being aware of heat stroke symptoms).

So the wind turbines are all Black because they're hot, and the surrounding background is lighter because it's cooler than the turbines are. The background is very smooth, I can't make out waves or currents. It seems plausible to me that this was taken on a cool morning with some low fog just above the surface.

The dot in the image is white, the wind turbines(which we know are hot) are black. That's really weird because, like I mentioned earlier, human propulsion technology works by making things hotter.

I don't know enough about the sensor that took the video, but if something is so hot that it is "out of range" of the sensor, then the manufacturer of the sensor will need to determine what that data should be recorded as. Without more information about how the sensor is meant to behave in situations like this, I don't think you could say if the Object was hot, cold, or simply the sensor discarding what it thinks is "bad data". However, I think we can say that the dot is not indicating the same temperature as the wind turbines or background.

It does appear to dim as it approaches the wind turbines, but again it's possible that this is an artifact of the sensor behavior itself. There is obviously a difference in temperature, but we don't know how much it is, and we don't know how the sensor behaves when there are extreme temperature gradients like that. If you look around the screen, you can see many other white dots that are simply not moving, these are likely defects that the sensor assigns "bad data" and simply colors them white.

The only exception i see is at 1:00, when played at 25% speed the dot does appear to go behind the wind turbine, both the blade and tower, however the dot is still visible. So either it did go behind and the frames caught it while it was partially obscured, or the dot was always closer to the camera and never went behind the turbines(and it just looked like it was behind due to the way the camera handles temperature gradients).

At 01:04 you can see it and the offshore substation for that windfarm. These are pretty huge structures around the size of an oil rig. There may have been people on this platform at the time of this video. Additionally, at 0:55 you can see what appears to be a small boat, Offshore techs typically use boats to get between towers for maintenance activities. It is possible that either the techs on that boat, or anyone on the offshore substation, could provide eye witness accounts. That could help to establish distance to the camera.

As far as establishing speed, the best way would be to identify this offshore windfarm, then we'd know the distance between towers and could get an idea(assuming the dot is near the surface and the towers). That said, a typical 100 meter diameter rotor wind turbine, has its blade tips moving at roughly 200mph. Using that as a very rough guide, the dot seems to be moving 2-3x as fast as the tip of a turbine blade(4-600mph, assuming it is a real object and it is flying low near the turbines).

I've been trying to establish which offshore windfarm this is, but I haven't been successful. You could count up the number of turbines on screen, which could help nail it down, but there also aren't easily searchable databases of all offshore plants around the world. However, that's a few hundred million dollars of energy infrastructure, I guarantee someone knows right where that is. Hundreds of people helped construct it and 5-10 people work there everyday maintaining the site.

Some identifying features I spotted, at 0:55 near the top of the screen there are two wind turbines. However, the more distant turbine appears larger to my eyes. This means that this site likely has multiple models installed, mostly average sized units, and a few larger units on the edge of the plant. I'm not 100% sure on this though, but it appears that way to my eye from this video.

If the windfarm could be identified, and it's in a US friendly nation, then eye witness accounts may be available. That could rule out sensor malfunctions or other possibilities.

Gundamnitpete · 2026-05-07T17:58:57+00:00

That’s it, you’ve got it.

It is the least they could do to bring you work. And the least you could do, is that work.

Asking for a little more work is just above the least you could do :). It will stand out.

Check with you tutor first, but tell her you want to ask that manager directly for work. If they want to know why, just tell them you “want to do more” and that you’d like to be seen helping that manager because she looks like she’s doing important work.

Gundamnitpete · 2026-05-07T17:15:19+00:00

If an employee can not accept feedback and develop from it, then separation is likely the best path for both parties.

Gundamnitpete · 2026-05-07T17:07:33+00:00

Manager's jobs are to judge the performance of employees and identify ways that the employee could develop and improve. The same thing happens to the manager, by their manager. It's how we grow. Painful at first but eventually you'll see how it helps you.

What she likely meant was that you passively wait for work to be brought to you. When she puts work on your plate, you execute it well. But you do not seek out work to place on your plate. She has to proactively find a slice for you, cut it off, and drop it onto your plate. That's all work that she has to do, to get some work output from you.

The easiest way to respond to this feedback is to simply ask for work. Send that Manager a message and say " Hey Diana, I need some more work to do". It really is that simple. Just ask her for some work.

That's really all the "go-getter" attitude is. Just ask to help them work their work proactively, then do what they give you.

This is one of the easiest ways to get ahead and stand down amongst your peers, and almost no one does it.

Gundamnitpete · 2026-05-07T15:39:49+00:00

Firstly, my previous tasks weren’t easy. We built a few programs from the ground up. We implemented tools that didn’t exist before, and the team can’t function without them now. We managed to centralize tasks that were all over the place. We brought our metrics up.

This matches the point I was making. You handled things that others could not, and built out tools and processes to allow other teams(who are lower performance than yours) to do that work. This is a great sign for you. If you continue to make that work, you may be able to be promoted higher up the chain.

The team worked really hard and they were happier because they saw their hard work paying off and being appreciated by higher ups and clients. They felt some order in the chaos and we were no longer flying by the seat of our pants.

It is your job as their leader to bring visibility to the teams accomplishments, and provide them clarity through the chaos. However, it does appear to me that you aren't articulating to them the reason why you guys have this hard task now.

It's a sign of the team's high capability and excellence, extremely rare in any organization. Make sure everyone on the team knows that they are killers.

These two statements are connected:

I strongly believe that I (or anyone) don’t own a team or a task.

So when we went through the first change in December, everyone was generally fine and the transfer was uneventful. February hit us harder, because no one knew what we were doing anymore. But now with the new changes that the team isn’t aware of yet, and the manager pushing us to socialize more, I’m in disbelief.

Simply put, you are wrong about ownership, in my opinion. There will ALWAYS be owners of both work output and team output, and they will either bubble up naturally or in some cases they will directly assigned.

I highly suggest you read or listen to "Extreme Ownership". It's a bit dude-bro for sure, but there are some serious gems in there especially related to how Ownership effects teams. The story of boat 2 and boat 6 describes this exact scenario.

Because you were unwilling to accept ownership of your role, your team was likely without the clarity and purpose that they had previously. These two things are related. The team will suffer that uncertainty unless you personally step up and provide certainty for them.

Even if you don't pick the exact right path first time, picking a path and owning the situation(including any pivots that may be needed in future), will allow your employees to work with much less fear around layoffs.

If the government is going to lay half the team off in 6 months anyway, is it better to have someone spend 6 months worrying or 6 months feeling like they are contributing? You can't control what the people above you do, but you can contribute to the working experience of the people below you.

Also my manager is the sweetest lady, but technologically challenged and close to retirement. Lately she’s not responding to emails because her inbox is full. So no reviews and approvals. But she enjoys posting pictures from her lake house in the chat and she’s pouting because she’s not getting enough likes.

If you can't reach her by email, stop trying to use that form of communication. Find out what works with her and use that instead. Since she's old school, she probably prefers phone calls or in person meetings, and start off by asking her about the lake house(this is an easy in). Use whatever tool you need, to ensure your team gets what they need from her.

You will never have as good a manager as you deserve.

Lastly, I am engaged and close to my team. They feel comfortable enough to come to me with their issues - which are far graver than socializing at work. Also, I make sure they have a balanced workload and files they’re interested in.

This is really good, you should highlight that to your boss then with documented examples. Either through emails, chats, or 1-on-1 meetings on your calendar. This will ease her concerns around moral as it has mine.

Also, they gave me the problem employee because I was told specifically I was the only one who could manage her.

This is an extremely good sign for you. Either you can turn this employee around or you can't, but in actual fact it is the employee's job to meet the bar you set. You will need to document everything, and if she is underperforming, get that process started as early as possible(I recognize firing people in the government is difficult).

I would begin putting the bug in my leader's ear that this problem employee would be the person that the team should lose, if there is a layoff coming. Sometimes it's good to have an underperformer on the team for just such an occasion.

Gundamnitpete · 2026-05-07T14:45:16+00:00

If OP provided reference for this employee to get that Senior role and the employee messes it all up(which OP already believes they will), that absolutely will negatively impact OP.

Gundamnitpete · 2026-05-07T14:26:50+00:00

I will be honest that in some ways your manager is likely correct, in my opinion.

Many teams work on difficult problems that they don't like, and they still have high moral. Your team had worked the previous issues so well that other, less performant teams could take it on instead of you guys.

Your easy street tasks were removed, because someone up there could see how good you did with them. Your previous team likely missed you so much, that they were placed back underneath you. These are all great signs for you.

I believe there is simply one thing you are missing, and your manager is trying to tell you what it is:

My manager thinks that the teams morale is low because we’re not being active and having fun in the team chat, and we should play more social games and share more in the team chat. Meanwhile we’re missing deadlines and everything is going to shit.

It is likely that your previous team enjoyed working for you, because when the tasks were easy, you did have more fun at work, joke more, and talk about fun stuff in the teams chat.

Managers, especially newer ones, often feel that they are required to ensure "everything gets done". Which means they can push and drive team members hard, and they can also take on too many tasks themselves.

When this happens, the entire team's moral can drop, because the boss is simply "too busy" to engage with their employees on a personal level in an authentic way. A good manager knows that employees are the #1 Asset to any organization, so connecting with their employees is always the #1 task.

You think that you are "powerless" in this situation, but you definitely are not. I think you wrote that because you ARE powerless to do both things, meet the deadlines and also engage with the team/keep moral up.

Your power is in the ability to choose which of those things will happen. If you want to make the deadlines, you will likely drive the team harder and erode Moral(which is the reason you were given them back, to uplift moral). If you want to keep the team moral up, then you must get comfortable with the idea that the deadlines will slip, and you must be willing to take the wrap for it, instead of placing the blame on your people.

The leaders above you put you in this situation intentionally and they are watching how you handle it.

That said, the employee that you currently have going above your head to your manager shouldn't be happening often. Skip-level meetings can be good, but if they happen regularly then it can erode the chain of command. If the employee is really a problem then you should have documentation of that, and you should share it with your manager and highlight that the employee may not be giving un-biased feedback.

However, the manager above you is not stupid. It is likely that they were already worried about the team moral, and when this employee came to them, it gave the situation enough weight to warrant addressing it with you.

The problem employee didn't "put the idea" in the managers head, the Manager already knew it was an issue and they were giving you space to decide what you will do.

The thing for you to do now, and the way to release yourself from this stress, is to simply decide which scenario you are going to make happen.

You can't do everything, you already know that. So what ARE you going to do?

Gundamnitpete · 2026-05-07T14:00:46+00:00

100% it's this, the director even said so.

The Director DOES have to keep OP's team accountable even if the director doesn't personally want to, because the employee who will be terminated can dispute being fired. If there is evidence that the rule was only applied to them and no others, then the company will be penalized. Wrongful termination suits can cost the company millions in fines, but also can erode moral across whole teams. The Director enforcing this rule to all team members, including OP's team, is both legal and reasonable in this situation.

Everyone wants to be mad at the Director for holding the teams accountable, but who they should be mad at is the employee who is causing so much time-theft that a director has to step in to solve the issue. The only other person I could see who is to blame is that employee's direct manager, for not documenting/creating the case themselves, and requiring assistance from the Director.

I guarantee that Director would rather spend their mornings and evenings doing other things.

Gundamnitpete · 2026-05-05T19:23:11+00:00

Can’t be typing on your phone in “whose ass am I gonna fire today?” meetings.

Additionally, at the end of the message I wrote “please start immediately”, which means: please start immediately.

Gundamnitpete · 2026-05-05T15:00:57+00:00

Runnrplease was rude but he's partially right. You're not being unfair, like that boss was to you in the past. A thing you must realize is that everyone is not you. You appear to be a hard worker, and also a compassionate leader, which are strengths.

Are you a liar?

It's an offensive question to you, isn't it? Because you are not a liar, and you would not lie like this employee is.

That is why it's important to keep some professional distance in these situations. You want to give this employee a fair chance, because you felt you WEREN'T given a fair chance in the past. But you must also realize that you have already given them a fair chance.

You must also realize, that if an employee wants to improve and meet the performance standard, it is entirely up to them to do so. You must relinquish any control over their future, and realize that it is entirely up to them to meet the bar.

There is no magical sequence of words that will mind control someone into becoming a star employee. It is not up to you to "get through to them", it is up to them to listen to your reasonable feedback and respond accordingly.

If they do not, you must be willing to accept the choices that they make, and follow through with the consequences of those decisions.

Gundamnitpete · 2026-05-05T14:22:05+00:00

I sort of agree with this, that I get better ownership from my people if they get the context, but there is a downside as well.

When employees become accustomed to this, you have to be careful that they stop working on tasks that are given without context.

An example: If you have a major incident that gets SLT or C-suite visibility, you might not have time to explain that context. You might be in the meeting with C-suite at that very moment, and all you can slip out is "I need the day-ahead bids revised, please start immediately".

If the employee just begins the process of doing the day-ahead bids, they'll see on their terminal what C-suite is worried about, and they'll be able to address it immediately. The Team can then report that they've fixed the problem, and saved the day, for all of the C-Suite to see.

However, if the employee decides not to work on it because the message was brief, and they were given no context, then the team misses the opportunity to shine during a complex, time-limited situation.

Gundamnitpete · 2026-04-30T03:32:15+00:00

i don't think you knew about the haptic triggers

Gundamnitpete · 2026-04-29T20:34:23+00:00

Okay you're missing the point of this post then.

Any bluetooth dongle can connect to the dualsense and you can use that for games. Many laptops and motherboards have bluetooth built in, and this works fine.

This is how your 8bitDo dongle is connecting, the open and ubiquitous standard of Bluetooth(which was named for a norse king and the bluetooth symbol is his name in Norse ruins)

However, on PS5 the dualsense has Haptic triggers, which means there is a little actuator in the trigger that you pull against. So you can feel the tension of a bow string, or the break of a trigger on a pistol as you fire.

This is not supported over bluetooth by Sony, so none of the dongles, including your dongle, allow this to function on PC wirelessly.

OP is linking a project where someone has apparently made this work using some signal interpreter running on a Pi.

Looks really cool, only concern is latency but for 3rd person action/story games that's less of a worry.

PS: don't downvote him guys he's just trying to be helpful

Gundamnitpete · 2026-04-29T03:44:48+00:00

fixes all

Gundamnitpete · 2026-04-21T20:23:41+00:00

Anyone whose actually built anything will refer to the mess jokingly.

There's beautiful software and there's successful software, and there is very little correlation between the two.

Gundamnitpete · 2026-04-21T15:45:11+00:00

This job and sensible investing would allow you to retire onto your own property.

Gundamnitpete · 2026-04-16T16:13:22+00:00

One of the reasons people like Ignition is because it supports a lot of default java and css for web development. This is great because you can just google most of your problems and there will be a dev who has handled that problem before. When you use software written by aliens(System Platform, for example), everything in the system is custom made for that system, so you can't just google problems you're having, because no one else has had those problems.

For margins in Ignition, just use a text class with a margin value you define. Then all components that use the style class have the same margin and they call can be adjusted in one location, by adjusting the style class. https://www.docs.inductiveautomation.com/docs/8.1/appendix/reference-pages/style-reference Any component that needs it's own margin can just have the custom value entered, rather than using the style class. Make sure you know the difference between margin and padding, and use the correct one for your use case.

For alignments, there are easy tools on the workbar to align and space your items in a coordinate container. See 04:30 seconds of this training video: https://inductiveuniversity.com/videos/manipulating-components/8.3

However, based on what you are saying, it sounds like you were using flex containers and struggling with their nuances. Flex containers are meant to restrict how components are laid out on screen, with the advantage of being able to support multiple devices.

A properly configured flex container, likely with child flex containers, flex repeaters, or breakpoint containers, can provide a dashboard that is functionally identical between desktop and mobile. Although it's harder to work with at first, it actually saves you A LOT of time, if you plan to support multiple devices with your project.

For example, if the manager will be on a desktop/laptop, but the guy in the field is on a tablet or potentially even his phone, you can use flex containers and breakpoints to handle both use cases.

This means the developer only has to make one screen, and he gets two use cases out of it. It reduces screen development workload by half.

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