What motivate me?

Working in GCS for many years, I found some facts about GCSers at the moment. When you first join GCS

• You don't know what should you do, still being with the university mindset or previous company.
• Be assigned into a project and keep working daily.
• You found that when you need to submit leave form go to QMS and only for leave form.
• You don't know the requirement for your current role (i.e. Engineer). - If you know that it's still very ambiguous because it's not example specific and there's no mapping into your daily work.
• CP4 is something really interested but HOW can you do that?
• What motivate you to do good job? Salary?
• Yes, everything is very confuse and you'll need a good leader to guide you :)

I think to solve this:

• When a person first join GCS, we should have someone describe on their current role, the requirement for that role, who is his/her mentor, who will he/she report to, list of tools/resources that available to his/her job (Wiki?).
• If he/she joins a project, the project should have a Getting Start Wiki so that everyone can know where to go and what should they do in project.

There's an issue with current EMB hiring model, that the new hired resource might not join a project but for a resource pool. For this we might think about R&D project, I think we should create an "Open Source department" so that,

• we improve open-source project which is mostly used by us i.e. Android, Beagleboard, or some other open-source libraries...
• the employee join this model can gain knowledge on specific library which can help him in his future work

For senior engineer, with current development environment inside GCS, we currently don't have a correct model/workflow yet so

• if we developed on, we should collect all senior and teach them that new workflow so that they can follow up like orientation for new employee.
• they've long lived so mindset might different from new one, motivation might be missing already :)
• ask them HOW!
• re-evaluate their skill so that we can match them with new model.

Is it true for you and your current work?

Strength of a workplace

Is it true when the "First, Break all the rules" said that, a strength of a workplace can be inside 12 following questions

1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work right?
3. At work, do I have opportunity to do what I do best every day?
4. In the last seven days, have I received recognition or praise for doing good work?
5. Does my supervisor, or someone at work, seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone at work talked to me about my progress?
12. This last year, have I had opportunities at work to learn and grow?

Hmm, nothing about benefits or salary...is it true for my current company, GCS? Maybe there's something to think about...

Tips for Effective Meeting

Eight tips for Effective Meeting

1. Schedule only necessary meetings.
2. Eliminate status meetings or reduce their frequency.
3. Create an agenda.
4. Prepare for how you want to run the meeting, not just what you want to cover.
5. Review agenda and objectives at the beginning of the meeting.
6. Encourage participation with active listening.
7. Give a recap at the end of the meeting.
8. Deliver meeting minutes in a reasonable time.

Follow this, and you will see the difference.

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