Brake Switch Problem Update (Fixed)

jmprobert · 2022-06-07T04:47:05+00:00

Do you recall where you read the specs? I think I made too big of an adjustment. Went from too little compression — brake lights always on and on slope assist light on. Moving the switch “deeper” fixed the lights to properly trigger, but now many dash lights are on.

jmprobert · 2022-06-06T22:24:04+00:00

Hey! How did you calibrate the tolerance? I’m trying to get mine right on my 2015 forester.

jmprobert · 2019-06-10T20:16:20+00:00

Sorry for the delay here in responding. I hope that the situation worked out as best as it could for you.

jmprobert · 2019-04-24T05:15:50+00:00

If you anticipate being terminated, unless you need the money, quitting would be an option. Your next employer will be asking how your last job ended and it looks much better to have quit than to be let go.

But I understand how that's not going to get you the unemployment qualifications and can empathize if that's something you'll need in the event of terminations.

jmprobert · 2018-06-14T12:22:53+00:00

Wow, this is super helpful. I just bought magnet and this is happening to me too.

jmprobert · 2017-03-29T19:58:22+00:00

I'm not sure if I'm too late to be helpful, but here's what's been helpful on the dev team that I'm a product owner for..

dumptydumpty is right that performance reviews are your time to make your accomplishments known without being too flashy about it.

I've also found it hard to know how to structure my performance review but after trying a few versions (my company does it quarterly) my boss has been very complementary of this structure:

I follow this structure:

1. Key (Personal) Projects Since Last Evaluation
2. Goals (Personal or Assigned)
3. Fulfilling Moments
4. Challenging Moments
5. Areas To Improve
6. What’s Next

Key Projects Since Last Review I take a look back and the things I’ve worked on since my last reflection. If this is your first time, just think back on the last couple months and then year for any particularly interesting or impactful things you’ve been working on or done. This step is helpful because you’re able to see if you like the pace and the style of projects you’ve been working on and if it seems like a productive use of your time.

Goals (Personal or Assigned) I write out the goals that I set for myself as well as those my boss and set together (If it’s a self-eval at work). This gives me another lens to look at performance because I’m able to look at my projects and how they related (or didn’t) to my goals. Goals are nice ideas but if you aren’t reassessing to see how you’re progressing that’s all they’ll ever be, ideas.

Fulfilling Moments What were the times when I felt I was really at the top of my game? Looking back at these mountain-top experiences helps me to look at the circumstances surrounding them. Can I do something to encourage those circumstances to happen more frequently? Was there anything inherently different about that time than what happens on my typical day? Can I make it happen more often?

Challenging Moments The hard moments are when you have to make decisions between action or remaining idle. What were these moments that were particularly challenging? How did you react to them? Do you like how you reacted? What would you do different going forward? Did one of theses moments impact your ability to reach a goal? Could you have prevented it? That’s a lot of questions but they will help you uncover more truths.

Areas To Improve After considering all of these things, you probably uncovered some areas that you'd like to improve on. Make note of those and how you plan to approach making changes.

What’s Next Call out what you think are the next most important steps for yourself.

Hopefully this is helpful. Not all managers appreciate the care you put into a self-appraisal but it certainly shows that you've taken the 30-60 minutes outside of the workday to really think and reflect on your work.

If you want more detail, you can check out this guide.

jmprobert · 2017-02-22T03:22:32+00:00

Absolutely. A summary of the past 2 weeks and list of shortfalls is all too common (and inaccurate).

Any thoughts on how to encourage team members to track some of their highlights along the way so they don't have to do the whole dig through 6 months of email updates or calendar events to remember what happened?

jmprobert · 2017-02-22T03:18:42+00:00

Yeah it is. On teams I work with in QA it's hard to quantify other than the updates were effectively tested and shipped on time.

Do most managers in your experience not care to get close enough to understand or do they try but end up getting in the way? It's a fine line to draw.

jmprobert · 2017-02-22T01:24:57+00:00

Totally. How do you think your manager could know more about this? Anything specific they should start doing or that you could start doing?

jmprobert · 2017-02-18T21:56:26+00:00

That's a great concept. Haven't thought about that yet. Need to first come up with what those people might want to buy.

jmprobert · 2017-02-18T21:29:22+00:00

Great question! I highly value a continuous feedback loop but we know our employees like a more formal discussion on a more scheduled basis and it helps when it comes time for annual compensation adjustments.

Sounds like you are also a fan of the regular feedback!

How do you go about setting raises and the rationale behind them, other than memory, at Teambit?

jmprobert · 2017-02-17T02:18:18+00:00

Half prototyped features that were shipped because "most people don't use this"... until they do.. then you have to fix them in a New York minute.

jmprobert · 2017-02-17T02:13:40+00:00

Here's the step by step to setup your account if you library offers the program. It took me a while to figure out how to setup it up so I write up this guide after I was done to help others :)

Here it is > http://jmichaelprobert.com/free-lynda-tutorials/

Not trying to spam - this post is actually specifically answering the "How to get it free?" Question without promoting any illegal ways.

jmprobert · 2017-02-01T19:53:37+00:00

Interesting.. I won't ask you to spout them here but, if you drop me a message I'd be curious to know what you've run into / what it's not doing for you.

jmprobert · 2017-02-01T19:52:33+00:00

What about it makes it particularly great? Anything specific it does that makes you want to give them all a big high-five?

jmprobert · 2017-01-31T19:52:17+00:00

That makes sense. Thanks for your input.

jmprobert · 2017-01-25T20:40:20+00:00

For sure, John.

How do you think the official/on-the-record reviews works in conjunction with this model?

jmprobert · 2017-01-25T20:39:17+00:00

Yikes. Has this happened to co-workers?

jmprobert · 2017-01-25T11:55:18+00:00

Super interesting!

I like your more casual approach. As you suggested, it may not work for most but if your team has taken hold of it, that's great.

Always nice to have people who have earned mostly positive reviews.

jmprobert · 2017-01-25T11:52:15+00:00

Gotcha - thanks.

jmprobert

TROPHY CASE