James Shore envisions the ideal product engineering organization as a collaborative, learning-focused environment prioritizing customer value. Small, cross-functional teams with full ownership over their products would operate with minimal process, empowered to make independent decisions. A culture of continuous learning and improvement, fueled by frequent experimentation and reflection, would drive innovation. Technical excellence wouldn't be a goal in itself, but a necessary means to rapidly and reliably deliver value. This organization would excel at adaptable planning, embracing change and prioritizing outcomes over rigid roadmaps. Ultimately, it would be a fulfilling and joyful place to work, attracting and retaining top talent.
Good software development habits prioritize clarity and maintainability. This includes writing clean, well-documented code with meaningful names and consistent formatting. Regular refactoring, testing, and the use of version control are crucial for managing complexity and ensuring code quality. Embracing a growth mindset through continuous learning and seeking feedback further strengthens these habits, enabling developers to adapt to changing requirements and improve their skills over time. Ultimately, these practices lead to more robust, easier-to-maintain software and a more efficient development process.
Hacker News users generally agreed with the article's premise regarding good software development habits. Several commenters emphasized the importance of writing clear and concise code with good documentation. One commenter highlighted the benefit of pair programming and code reviews for improving code quality and catching errors early. Another pointed out that while the habits listed were good, they needed to be contextualized based on the specific project and team. Some discussion centered around the trade-off between speed and quality, with one commenter suggesting focusing on "good enough" rather than perfection, especially in early stages. There was also some skepticism about the practicality of some advice, particularly around extensive documentation, given the time constraints faced by developers.
Summary of Comments ( 96 )
https://news.ycombinator.com/item?id=42676123
HN commenters largely agree with James Shore's vision of a strong product engineering organization, emphasizing small, empowered teams, a focus on learning and improvement, and minimal process overhead. Several express skepticism about achieving this ideal in larger organizations due to ingrained hierarchies and the perceived need for control. Some suggest that Shore's model might be better suited for smaller companies or specific teams within larger ones. The most compelling comments highlight the tension between autonomy and standardization, particularly regarding tools and technologies, and the importance of trust and psychological safety for truly effective teamwork. A few commenters also point out the critical role of product vision and leadership in guiding these empowered teams, lest they become fragmented and inefficient.
The Hacker News post "If we had the best product engineering organization, what would it look like?" generated a moderate amount of discussion with several compelling comments exploring the nuances of the linked article by James Shore.
Several commenters grappled with Shore's emphasis on small, autonomous teams. One commenter questioned the scalability of this model beyond a certain organizational size, citing potential difficulties with inter-team communication and knowledge sharing as the number of teams grows. They suggested the need for more structure and coordination in larger organizations, potentially through designated integration roles or processes.
Another commenter pushed back on the idea of completely autonomous teams, arguing that some level of central architectural guidance is necessary to prevent fragmented systems and ensure long-term maintainability. They proposed a hybrid approach where teams have autonomy within a clearly defined architectural framework.
The concept of "full-stack generalists" also sparked debate. One commenter expressed skepticism, pointing out the increasing specialization required in modern software development and the difficulty of maintaining expertise across the entire stack. They advocated for "T-shaped" individuals with deep expertise in one area and broader, but less deep, knowledge in others. This, they argued, allows for both specialization and effective collaboration.
A few commenters focused on the cultural aspects of Shore's ideal organization, highlighting the importance of psychological safety and trust. They suggested that a truly great engineering organization prioritizes employee well-being, encourages open communication, and fosters a culture of continuous learning and improvement.
Another thread of discussion revolved around the practicality of Shore's vision, with some commenters expressing concerns about the challenges of implementing such radical changes in existing organizations. They pointed to the inertia of established processes, the potential for resistance to change, and the difficulty of measuring the impact of such transformations. Some suggested a more incremental approach, focusing on implementing small, iterative changes over time.
Finally, a few comments provided alternative perspectives, suggesting different models for high-performing engineering organizations. One commenter referenced Spotify's "tribes" model, while another pointed to the benefits of a more centralized, platform-based approach. These comments added diversity to the discussion and offered different frameworks for considering the optimal structure of a product engineering organization.