Restructuring and layoffs cause career reevaluation. Your career can benefit.

Once you become institutionalized, the corporate ladder is all you know.

You're bubbled. Extremists term it the corporate Matrix. I'm not so severe because the business world brainwashed me, too.

This boosted my corporate career.

Until I hit bottom.

15 months later, I view my corporate life differently. You may wish to advance professionally. Read this before you do.

Your happiness in the workplace may be deceptive.

I've been fortunate to spend time with corporate aces.

Working for 2.5 years in banking social media gave me some of these experiences. Earlier in my career, I recorded interviews with business leaders.

These people have titles like Chief General Manager and Head Of. New titles brought life-changing salaries.

They seemed happy.

I’d pass them in the hallway and they’d smile or shake my hand. I dreamt of having their life.

The ominous pattern

Unfiltered talks with some of them revealed a different world.

They acted well. They were skilled at smiling and saying the correct things. All had the same dark pattern, though.

Something felt off.

I found my conversations with them were generally for their benefit. They hoped my online antics as a writer/coach would shed light on their dilemma.

They'd tell me they wanted more. When you're one position away from CEO, it's hard not to wonder if this next move will matter.

What really displeased corporate ladder chasers

Before ascending further, consider these.

Zero autonomy

As you rise in a company, your days get busier.

Many people and initiatives need supervision. Everyone expects you to know business details. Weak when you don't. A poor leader is fired during the next restructuring and left to pursue their corporate ambition.

Full calendars leave no time for reflection. You can't have a coffee with a friend or waste a day.

You’re always on call. It’s a roll call kinda life.

Unable to express oneself freely

My 8 years of LinkedIn writing helped me meet these leaders.

I didn't think they'd care. Mistake.

Corporate leaders envied me because they wanted to talk freely again without corporate comms or a PR firm directing them what to say.

They couldn't share their flaws or inspiring experiences.

They wanted to.

Every day they were muzzled eroded by their business dream.

Limited family time

Top leaders had families.

They've climbed the corporate ladder. Nothing excellent happens overnight.

Corporate dreamers rarely saw their families.

Late meetings, customer functions, expos, training, leadership days, team days, town halls, and product demos regularly occurred after work.

Or they had to travel interstate or internationally for work events. They used bags and motel showers.

Initially, they said business class flights and hotels were nice. They'd get bored. 5-star hotels become monotonous.

No hotel beats home.

One leader said he hadn't seen his daughter much. They used to Facetime, but now that he's been gone so long, she rarely wants to talk to him.

So they iPad-parented.

You're miserable without your family.

Held captive by other job titles

Going up the business ladder seems like a battle.

Leaders compete for business gains and corporate advancement.

I saw shocking filthy tricks. Leaders would lie to seem nice.

Captives included top officials.

A different section every week. If they ran technology, the Head of Sales would argue their CRM cost millions. Or an Operations chief would battle a product team over support requests.

After one conflict, another began.

Corporate echelons are antagonistic. Huge pay and bonuses guarantee bad behavior.

Overly centered on revenue

As you rise, revenue becomes more prevalent. Most days, you'd believe revenue was everything. Here’s the problem…

Numbers drain us.

Unless you're a closet math nerd, contemplating and talking about numbers drains your creativity.

Revenue will never substitute impact.

Incapable of taking risks

Corporate success requires taking fewer risks.

Risks can cause dismissal. Risks can interrupt business. Keep things moving so you may keep getting paid your enormous salary and bonus.

Restructuring or layoffs are inevitable. All corporate climbers experience it.

On this fateful day, a small few realize the game they’ve been trapped in and escape. Most return to play for a new company, but it takes time.

Addiction keeps them trapped. You know nothing else. The rest is strange.

You start to think “I’m getting old” or “it’s nearly retirement.” So you settle yet again for the trappings of the corporate ladder game to nowhere.

Should you climb the corporate ladder?

Let me end on a surprising note.

Young people should ascend the corporate ladder. It teaches you business skills and helps support your side gig and (potential) online business.

Don't get trapped, shackled, or muzzled.

Your ideas and creativity become stifled after too much gaming play.

Corporate success won't bring happiness.

Find fulfilling employment that matters. That's it.

If I could tell my younger self a few rules, they would boost my career.

1. Treat design like medicine; don't get attached.

If it doesn't help, you won't be angry, but you'll try to improve it. Designers blame others if they don't like the design, but the rule is the same: we solve users' problems. You're not your design, and neither are they. Be humble with your work because your assumptions will often be wrong and users will behave differently.

2. Consider your design flawed.

Disagree with yourself, then defend your ideas. Most designers forget to dig deeper into a pattern, screen, button, or copywriting. If someone asked, "Have you considered alternatives? How does this design stack up? Here's a functional UX checklist to help you make design decisions.

3. Codeable solutions.

If your design requires more developer time, consider whether it's worth spending more money to code something with a small UX impact. Overthinking problems and designing abstract patterns is easy. Sometimes you see something on dribbble or bechance and try to recreate it, but it's not worth it. Here's my article on it.

4. Communication changes careers

Designers often talk with users, clients, companies, developers, and other designers. How you talk and present yourself can land you a job. Like driving or swimming, practice it. Success requires being outgoing and friendly. If I hadn't said "hello" to a few people, I wouldn't be where I am now.

5. Ignorance of the law is not an excuse.

Copyright, taxation How often have you used an icon without checking its license? If you use someone else's work in your project, the owner can cause you a lot of problems — paying a lot of money isn't worth it. Spend a few hours reading about copyrights, client agreements, and taxes.

6. Always test your design

If nobody has seen or used my design, it's not finished. Ask friends about prototypes. Testing reveals how wrong your assumptions were. Steve Krug, one of the authorities on this topic will tell you more about how to do testing.

7. Run workshops

A UX designer's job involves talking to people and figuring out what they need, which is difficult because they usually don't know. Organizing teamwork sessions is a powerful skill, but you must also be a good listener. Your job is to help a quiet, introverted developer express his solution and control the group. AJ Smart has more on workshops here.

Ready to quit full-time? No worries.

Baby Boomer retirement has accelerated since COVID-19 began. In 2020, 29 million boomers retire. Over 3 million more than in 2019. 75 million Baby Boomers will retire by 2030.

First, quit your work to enjoy retirement. Leave a professional legacy. Your retirement will start well. It all starts with a retirement letter.

Retirement Letter

Retirement letters are formal resignation letters. Different from other resignation letters, these don't tell your employer you're leaving. Instead, you're quitting.

Since you're not departing over grievances or for a better position or higher income, you may usually terminate the relationship amicably. Consulting opportunities are possible.

Thank your employer for their support and give them transition information.

Resignation letters aren't merely a formality. This method handles wages, insurance, and retirement benefits.

Retirement letters often accompany verbal notices to managers. Schedule a meeting before submitting your retirement letter to discuss your plans. The letter will be stored alongside your start date, salary, and benefits in your employee file.

Retirement is typically well-planned. Employers want 6-12 months' notice.

Summary

• Guidelines for Giving Retirement Notice

• Components of a Successful Retirement Letter

• Template for Retirement Letter

• Ideas for Samples of Retirement Letters

• First Example of Retirement Letter

• Second Example of Retirement Letter

• Third Example of Retirement Letter

• Fourth Example of Retirement Letter

• Fifth Example of Retirement Letter

• Sixth Example of Retirement Letter

• Seventh Example of Retirement Letter

• Eighth Example of Retirement Letter

• Ninth Example of Retirement Letter

• Tenth Example of Retirement Letter

• Frequently Asked Questions

• 1. What is a letter of retirement?

• 2. Why should you include a letter of retirement?

• 3. What information ought to be in your retirement letter?

• 4. Must I provide notice?

• 5. What is the ideal retirement age?

Guidelines for Giving Retirement Notice

While starting a new phase, you're also leaving a job you were qualified for. You have years of experience. So, it may not be easy to fill a retirement-related vacancy.

Talk to your boss in person before sending a letter. Notice is always appreciated. Properly announcing your retirement helps you and your organization transition.

How to announce retirement:

• Learn about the retirement perks and policies offered by the company. The first step in figuring out whether you're eligible for retirement benefits is to research your company's retirement policy.

• Don't depart without providing adequate notice. You should give the business plenty of time to replace you if you want to retire in a few months.

• Help the transition by offering aid. You could be a useful resource if your replacement needs training.

• Contact the appropriate parties. The original copy should go to your boss. Give a copy to HR because they will manage your 401(k), pension, and health insurance.

• Investigate the option of working as a consultant or part-time. If you desire, you can continue doing some limited work for the business.

• Be nice to others. Describe your achievements and appreciation. Additionally, express your gratitude for giving you the chance to work with such excellent coworkers.

• Make a plan for your future move. Simply updating your employer on your goals will help you maintain a good working relationship.

• Use a formal letter or email to formalize your plans. The initial step is to speak with your supervisor and HR in person, but you must also give written notice.

Components of a Successful Retirement Letter

To write a good retirement letter, keep in mind the following:

• A formal salutation. Here, the voice should be deliberate, succinct, and authoritative.

• Be specific about your intentions. The key idea of your retirement letter is resignation. Your decision to depart at this time should be reflected in your letter. Remember that your intention must be clear-cut.

• Your deadline. This information must be in resignation letters. Laws and corporate policies may both stipulate a minimum amount of notice.

• A kind voice. Your retirement letter shouldn't contain any resentments, insults, or other unpleasantness. Your letter should be a model of professionalism and grace. A straightforward thank you is a terrific approach to accomplish that.

• Your ultimate goal. Chaos may start to happen as soon as you turn in your resignation letter. Your position will need to be filled. Additionally, you will have to perform your obligations up until a successor is found. Your availability during the interim period should be stated in your resignation letter.

• Give us a way to reach you. Even if you aren't consulting, your company will probably get in touch with you at some point. They might send you tax documents and details on perks. By giving your contact information, you can make this process easier.

Template for Retirement Letter

Identify

Title you held

Address

Supervisor's name

Supervisor’s position

Company name

HQ address

Date

[SUPERVISOR],

1.

Inform that you're retiring. Include your last day worked.

2.

Employer thanks. Mention what you're thankful for. Describe your accomplishments and successes.

3.

Helping moves things ahead. Plan your retirement. Mention your consultancy interest.

Sincerely,

[Signature]

First and last name

Phone number

Personal Email

Ideas for Samples of Retirement Letters

First Example of Retirement Letter

Martin D. Carey

123 Fleming St

Bloomfield, New Jersey 07003

(555) 555-1234

June 6th, 2022

Willie E. Coyote

President

Acme Co

321 Anvil Ave

Fairfield, New Jersey 07004

Dear Mr. Coyote,

This letter notifies Acme Co. of my retirement on August 31, 2022.

There has been no other organization that has given me that sense of belonging and purpose.

My fifteen years at the helm of the Structural Design Division have given me‌ ‌a‌ ‌strong sense‌ ‌of‌ ‌purpose. I’ve been fortunate to have your support, and I’ll be always grateful for the opportunity you offered me.

I had a difficult time making this decision. ‌As a result of finding a small property in Arizona where we will be able to spend our remaining days together, my wife and I have decided to officially retire.

In spite of my regret at being unable to contribute to the firm we’ve built, I believe it is wise to move on.

My heart will always belong to Acme Co. ‌Thank you for the opportunity and best of luck in the years to come.

Sincerely,

Martin D. Carey

Second Example of Retirement Letter

Gustavo Fring

Los Pollas Hermanos

12000–12100 Coors Rd SW,

Albuquerque, New Mexico 87045

Dear Mr. Fring,

I write this letter to announce my formal retirement from Los Pollas Hermanos as manager, effective October 15.

As an employee at Los Pollas Hermanos, I appreciate all the great opportunities you have given me. ‌It has been a pleasure to work with and learn from my colleagues for the past 10 years, and I am looking forward to my next challenge.

If there is anything I can do to assist during this time, please let me know.

Sincerely,

Linda T. Crespo

Third Example of Retirement Letter

William M. Arviso

4387 Parkview Drive

Tustin, CA 92680

May 2, 2023

Tony Stark

Owner

Stark Industries

200 Industrial Avenue

Long Beach, CA 90803

Dear Tony:

I’m writing to inform you that my final day of work at Stark Industries will be May14, 2023. ‌When that time comes, I intend‌ ‌to‌ ‌retire.

As I embark on this new chapter in my life, I would like to thank you and the entire Stark Industries team for providing me with so many opportunities. ‌You have all been a pleasure to work with and I will miss you all when I retire.

I am glad to assist you with the transition in any way I can to ensure your new hire has a seamless experience. ‌All ongoing projects will be completed until my retirement date, and all key information will be handed over‌ ‌to‌ ‌the‌ ‌team.

Once again, thank you for the opportunity to be part of the Stark Industries team. ‌All the best to you and the team in the days to come.

Please do not hesitate to contact me if you require any additional information. ‌In order to finalize my retirement plans, I’ll meet with HR and can provide any details that may be necessary.

Sincerely,

(Signature)

William M. Arviso

Fourth Example of Retirement Letter

Garcia, Barbara

First Street, 5432

New York City, NY 10001

(1234) (555) 123–1234

1 October 2022

Gunther

Owner

Central Perk

199 Lafayette St.

New York City, NY 10001

Mr. Gunther,

The day has finally arrived. ‌As I never imagined, I will be formally retiring from Central Perk on November 1st, 2022.

Considering how satisfied I am with my current position, this may surprise you. ‌It would be best if I retired now since my health has deteriorated, so I think this is a good time to do so.

There is no doubt that the past‌ ‌two‌ ‌decades‌ ‌have‌ ‌been‌ ‌wonderful. ‌Over the years, I have seen a small coffee shop grow into one of the city’s top‌ ‌destinations.

It will be hard for me to leave this firm without wondering what more success we could have achieved. But I’m confident that you and the rest of the Central Perk team will achieve great things.

My family and I will never forget what you’ve done for us, and I am grateful for the chance you’ve given me. My house is always open to you.

Sincerely Yours

Garcia, Barbara

Fifth Example of Retirement Letter

Pat Williams

618 Spooky Place

Monstropolis, 23221

123–555–0031

pwilliams@email.com

Feb. 16, 2022

Mike Wazowski

Co-CEO

Monters, Inc.

324 Scare Road

Monstropolis

Dear Mr. Wazowski,

As a formal notice of my upcoming retirement, I am submitting this letter. ‌I will be leaving Monters, Inc. on‌ ‌April‌ ‌13.

These past 10 years as a marketing associate have provided me with many opportunities. ‌Since we started our company a decade ago, we have seen the face of harnessing screams change dramatically into harnessing laughter. ‌During my time working with this dynamic marketing team, I learned a lot about customer behavior and marketing strategies. ‌Working closely with some of our long-standing clients, such as Boo, was a particular pleasure.

I would be happy to‌ ‌assist‌ ‌with‌ ‌the‌ ‌transition‌ ‌following‌ ‌my‌ ‌retirement. ‌It would be my pleasure to assist in the hiring or training of‌ ‌my‌ ‌replacement. ‌In order to spend more time with my family, I will also be able to offer part-time consulting services.

After I retire, I plan to cash out the eight unused vacation days I’ve accumulated and take my pension as a lump sum.

Thank you for the opportunity to work with Monters, Inc. ‌In the years to come, I wish you all the best!

Sincerely,

Paul Williams

Sixth Example of Retirement Letter

Dear Micheal,

As In my tenure at Dunder Mifflin Paper Company, I have given everything I had. It has been an honor to work here. But‌ ‌I‌ ‌have‌ ‌decided‌ ‌to‌ ‌move on to new challenges and retire from my position — mainly bears, beets, and Battlestar Galactia.

I appreciate the opportunity to work here and learn so much. During my time at this company, I will always remember the good times and memories we shared. Wishing you all the best in the future.

Sincerely,

Dwight K. Shrute

Your signature

May 16

Seventh Example of Retirement Letter

Greetings, Bill

I am announcing my retirement from Initech, effective March 15, 2023.

Over the course of my career here, I’ve had the privilege of working with so many talented and inspiring people.

In 1999, when I began working as a customer service representative, we were a small organization located in a remote office park.

The fact that we now occupy a floor of the Main Street office building with over 150 employees continues to amaze me.

I am looking forward to spending more time with family and traveling the country in our RV. Although I will be sad to leave.

Please let me know if there are any extra steps I can take to facilitate this transfer.

Sincerely,

Frankin, RenitaEighth Example of Retirement Letter

Height Example of Retirement Letter

Bruce,

Please accept my resignation from Wayne Enterprises as Marketing Communications Director. My last day will be August 1, 2022.

The decision to retire has been made after much deliberation. Now that I have worked in the field for forty years, I believe it is a good time to begin completing my bucket list.

It was not easy for me to decide to leave the company. Having worked at Wayne Enterprises has been rewarding both professionally and personally. There are still a lot of memories associated with my first day as a college intern.

My intention was not to remain with such an innovative company, as you know. I was able to see the big picture with your help, however. Today, we are a force that is recognized both nationally and internationally.

In addition to your guidance, the bold, visionary leadership of our company contributed to the growth of our company.

My departure from the company coincides with a particularly hectic time. Despite my best efforts, I am unable to postpone my exit.

My position would be well served by an internal solution. I have a more than qualified marketing manager in Caroline Crown. It would be a pleasure to speak with you about this.

In case I can be of assistance during the switchover, please let me know. Contact us at (555)555–5555. As part of my responsibilities, I am responsible for making sure all work is completed to Wayne Enterprise’s stringent requirements. Having the opportunity to work with you has been a pleasure. I wish you continued success with your thriving business.

Sincerely,

Cash, Cole

Marketing/Communications

Ninth Example of Retirement Letter

Norman, Jamie

2366 Hanover Street

Whitestone, NY 11357

555–555–5555

jamie.norman@email.com

15 October 2022

Mr. Lippman

Head of Pendant Publishing

600 Madison Ave.

New York, New York

Respected Mr. Lippman,

Please accept my resignation effective‌ ‌November‌ ‌1,‌ ‌2022.

Over the course of my ten years at Pendant Publishing, I’ve had a great deal of fun and I’m quite grateful for all the assistance I’ve received.

It was a pleasure to wake up and go to work every day because of our outstanding corporate culture and the opportunities for promotion and professional advancement available to me.

While‌ ‌I am excited about retiring, I am going to miss being part of our team. ‌It’s my hope that I’ll be able to maintain the friendships I’ve formed here for a long time to come.

In case I can be of assistance prior to or following my departure, please let me know. ‌If I can assist in any way to ensure a smooth transfer to my successor, I would be delighted to do so.

Sincerely,

Signed (hard copy letter)

Norman, Jamie

Tenth Example of Retirement Letter

17 January 2023

Greg S. Jackson

Cyberdyne Systems

18144 El Camino Real,

Sunnyvale, CA

Respected Mrs. Duncan,

I‌ ‌am‌ ‌writing‌ ‌to‌ ‌inform you that I will be resigning from Cyberdyne Systems as of March 1, 2023. I’m grateful to have had this opportunity, and it was a difficult decision to make.

My development as a programmer and as a more seasoned member of the organization has been greatly assisted by your coaching.

I have been proud of Cyberdyne Systems’ ethics and success throughout my 25 years at the company. Starting as a mailroom clerk and currently serving as head programmer.

The portfolios of our clients have always been handled with the greatest care by my colleagues. It is our employees and services that have made Cyberdyne Systems the success it is today.

During my tenure as head of my division, I’ve increased our overall productivity by 800 percent, and I expect that trend to continue after‌ ‌I‌ ‌retire.

In light of the fact that the process of replacing me may take some time, I would like to offer my assistance in any way I can.

The greatest contender for this job is Troy Ledford, my current assistant.

Also, before I leave, I would be willing to teach any partners how to use the programmer I developed to track and manage the development of Skynet.

Over the next few months, I’ll be enjoying vacations with my wife as well as my granddaughter moving‌ ‌to‌ ‌college.

If Cyberdyne Systems has any openings for consultants, please let me know. ‌It has been a pleasure working with you over the last 25 years. I appreciate your concern and care.

Sincerely,

Greg S, Jackson

Questions and Answers

1. What is a letter of retirement?

Retirement letters tell your supervisor you're retiring. This informs your employer that you're departing, like a letter. A resignation letter also requests retirement benefits.

Supervisors frequently receive retirement letters and verbal resignations. Before submitting your retirement letter, meet to discuss your plans. This letter will be filed with your start date, salary, and benefits.

2. Why should you include a letter of retirement?

Your retirement letter should explain why you're leaving. When you quit, your manager and HR department usually know. Regardless, a retirement letter might help you leave on a positive tone. It ensures they have the necessary papers.

In your retirement letter, you tell the firm your plans so they can find your replacement. You may need to stay in touch with your company after sending your retirement letter until a successor is identified.

3. What information ought to be in your retirement letter?

Format it like an official letter. Include your retirement plans and retirement-specific statistics. Date may be most essential.

In some circumstances, benefits depend on when you resign and retire. A date on the letter helps HR or senior management verify when you gave notice and how long.

In addition to your usual salutation, address your letter to your manager or supervisor.

The letter's body should include your retirement date and transition arrangements. Tell them whether you plan to help with the transition or train a new employee. You may have a three-month time limit.

Tell your employer your job title, how long you've worked there, and your biggest successes. Personalize your letter by expressing gratitude for your career and outlining your retirement intentions. Finally, include your contact info.

4. Must I provide notice?

Two-week notice isn't required. Your company may require it. Some state laws contain exceptions.

Check your contract, company handbook, or HR to determine your retirement notice. Resigning may change the policy.

Regardless of your company's policy, notification is standard. Entry-level or junior jobs can be let go so the corporation can replace them.

Middle managers, high-level personnel, and specialists may take months to replace. Two weeks' notice is a courtesy. Start planning months ahead.

You can finish all jobs at that period. Prepare transition documents for coworkers and your replacement.

5. What is the ideal retirement age?

Depends on finances, state, and retirement plan. The average American retires at 62. The average retirement age is 66, according to Gallup's 2021 Economy and Personal Finance Survey.

Remember:

• Before the age of 59 1/2, withdrawals from pre-tax retirement accounts, such as 401(k)s and IRAs, are subject to a penalty.

• Benefits from Social Security can be accessed as early as age 62.

• Medicare isn't available to you till you're 65,

• Depending on the year of your birth, your Full Retirement Age (FRA) will be between 66 and 67 years old.

• If you haven't taken them already, your Social Security benefits increase by 8% annually between ages 6 and 77.

Sundar Pichai unveiled Simplicity Sprint at Google's latest all-hands conference.

To boost employee efficiency.

Not surprising. Few envisioned Google declaring a productivity drive.

Sunder Pichai's speech:

“There are real concerns that our productivity as a whole is not where it needs to be for the head count we have. Help me create a culture that is more mission-focused, more focused on our products, more customer focused. We should think about how we can minimize distractions and really raise the bar on both product excellence and productivity.”

The primary driver driving Google's efficiency push is:

Google's efficiency push follows 13% quarterly revenue increase. Last year in the same quarter, it was 62%.

Market newcomers may argue that the previous year's figure was fuelled by post-Covid reopening and growing consumer spending. Investors aren't convinced. A promising company like Google can't afford to drop so quickly.

Google’s quarterly revenue growth stood at 13%, against 62% in last year same quarter.

Google isn't alone. In my recent essay regarding 2025 programmers, I warned about the economic downturn's effects on FAAMG's workforce. Facebook had suspended hiring, and Microsoft had promised hefty bonuses for loyal staff.

In the same article, I predicted Google's troubles. Online advertising, especially the way Google and Facebook sell it using user data, is over.

FAAMG and 2nd rung IT companies could be the first to fall without Post-COVID revival and uncertain global geopolitics.

Google has hardly ever discussed effectiveness:

Apparently openly.

Amazon treats its employees like robots, even in software positions. It has significant turnover and a terrible reputation as a result. Because of this, it rarely loses money due to staff productivity.

Amazon trumps Google. In reality, it treats its employees poorly.

Google was the founding father of the modern-day open culture.

Larry and Sergey Google founded the IT industry's Open Culture. Silicon Valley called Google's internal democracy and transparency near anarchy. Management rarely slammed decisions on employees. Surveys and internal polls ensured everyone knew the company's direction and had a vote.

20% project allotment (weekly free time to build own project) was Google's open-secret innovation component.

After Larry and Sergey's exit in 2019, this is Google's first profitability hurdle. Only Google insiders can answer these questions.

• Would Google's investors compel the company's management to adopt an Amazon-style culture where the developers are treated like circus performers?

• If so, would Google follow suit?

• If so, how does Google go about doing it?

Before discussing Google's likely plan, let's examine programming productivity.

What determines a programmer's productivity is simple:

How would we answer Google's questions?

As a programmer, I'm more concerned about Simplicity Sprint's aftermath than its economic catalysts.

Large organizations don't care much about quarterly and annual productivity metrics. They have 10-year product-launch plans. If something seems horrible today, it's likely due to someone's lousy judgment 5 years ago who is no longer in the blame game.

Deconstruct our main question.

• How exactly do you change the culture of the firm so that productivity increases?

• How can you accomplish that without affecting your capacity to profit? There are countless ways to increase output without decreasing profit.

• How can you accomplish this with little to no effect on employee motivation? (While not all employers care about it, in this case we are discussing the father of the open company culture.)

• How do you do it for a 10-developer IT firm that is losing money versus a 1,70,000-developer organization with a trillion-dollar valuation?

When implementing a large-scale organizational change, success must be carefully measured.

The fastest way to do something is to do it right, no matter how long it takes.

You require clearly-defined group/team/role segregation and solid pass/fail matrices to:

• You can give performers rewards.

• Ones that are average can be inspired to improve

• Underachievers may receive assistance or, in the worst-case scenario, rehabilitation

As a 20-year programmer, I associate productivity with greatness.

Doing something well, no matter how long it takes, is the fastest way to do it.

Let's discuss a programmer's productivity.

Why productivity is a strange term in programming:

Productivity is work per unit of time.

Money=time This is an economic proverb. More hours worked, more pay. Longer projects cost more.

As a buyer, you desire a quick supply. As a business owner, you want employees who perform at full capacity, creating more products to transport and boosting your profits.

All economic matrices encourage production because of our obsession with it. Productivity is the only organic way a nation may increase its GDP.

Time is money — is not just a proverb, but an economical fact.

Applying the same productivity theory to programming gets problematic. An automating computer. Its capacity depends on the software its master writes.

Today, a sophisticated program can process a billion records in a few hours. Creating one takes a competent coder and the necessary infrastructure. Learning, designing, coding, testing, and iterations take time.

Programming productivity isn't linear, unlike manufacturing and maintenance.

Average programmers produce code every day yet miss deadlines. Expert programmers go days without coding. End of sprint, they often surprise themselves by delivering fully working solutions.

Reversing the programming duties has no effect. Experts aren't needed for productivity.

These patterns remind me of an XKCD comic.

Programming productivity depends on two factors:

• The capacity of the programmer and his or her command of the principles of computer science

• His or her productive bursts, how often they occur, and how long they last as they engineer the answer

At some point, productivity measurement becomes Schrödinger’s cat.

Product companies measure productivity using use cases, classes, functions, or LOCs (lines of code). In days of data-rich source control systems, programmers' merge requests and/or commits are the most preferred yardstick. Companies assess productivity by tickets closed.

Every organization eventually has trouble measuring productivity. Finer measurements create more chaos. Every measure compares apples to oranges (or worse, apples with aircraft.) On top of the measuring overhead, the endeavor causes tremendous and unnecessary stress on teams, lowering their productivity and defeating its purpose.

Macro productivity measurements make sense. Amazon's factory-era management has done it, but at great cost.

Google can pull it off if it wants to.

What Google meant in reality when it said that employee productivity has decreased:

When Google considers its employees unproductive, it doesn't mean they don't complete enough work in the allotted period.

They can't multiply their work's influence over time.

• Programmers who produce excellent modules or products are unsure on how to use them.

• The best data scientists are unable to add the proper parameters in their models.

• Despite having a great product backlog, managers struggle to recruit resources with the necessary skills.

• Product designers who frequently develop and A/B test newer designs are unaware of why measures are inaccurate or whether they have already reached the saturation point.

• Most ignorant: All of the aforementioned positions are aware of what to do with their deliverables, but neither their supervisors nor Google itself have given them sufficient authority.

So, Google employees aren't productive.

How to fix it?

• Business analysis: White suits introducing novel items can interact with customers from all regions. Track analytics events proactively, especially the infrequent ones.

• SOLID, DRY, TEST, and AUTOMATION: Do less + reuse. Use boilerplate code creation. If something already exists, don't implement it yourself.

• Build features-building capabilities: N features are created by average programmers in N hours. An endless number of features can be built by average programmers thanks to the fact that expert programmers can produce 1 capability in N hours.

• Work on projects that will have a positive impact: Use the same algorithm to search for images on YouTube rather than the Mars surface.

• Avoid tasks that can only be measured in terms of time linearity at all costs (if a task can be completed in N minutes, then M copies of the same task would cost M*N minutes).

In conclusion:

Software development isn't linear. Why should the makers be measured?

Notation for The Big O

I'm discussing a new way to quantify programmer productivity. (It applies to other professions, but that's another subject)

The Big O notation expresses the paradigm (the algorithmic performance concept programmers rot to ace their Google interview)

Google (or any large corporation) can do this.

1. Sort organizational roles into categories and specify their impact vs. time objectives. A CXO role's time vs. effect function, for instance, has a complexity of O(log N), meaning that if a CEO raises his or her work time by 8x, the result only increases by 3x.

2. Plot the influence of each employee over time using the X and Y axes, respectively.

3. Add a multiplier for Y-axis values to the productivity equation to make business objectives matter. (Example values: Support = 5, Utility = 7, and Innovation = 10).

4. Compare employee scores in comparable categories (developers vs. devs, CXOs vs. CXOs, etc.) and reward or help employees based on whether they are ahead of or behind the pack.

After measuring every employee's inventiveness, it's straightforward to help underachievers and praise achievers.

Example of a Big(O) Category:

If I ran Google (God forbid, its worst days are far off), here's how I'd classify it. You can categorize Google employees whichever you choose.

The Google interview truth:

O(1) < O(log n) < O(n) < O(n log n) < O(n^x) where all logarithmic bases are < n.

O(1): Customer service workers' hours have no impact on firm profitability or customer pleasure.

CXOs Most of their time is spent on travel, strategic meetings, parties, and/or meetings with minimal floor-level influence. They're good at launching new products but bad at pivoting without disaster. Their directions are being followed.

Devops, UX designers, testers Agile projects revolve around deployment. DevOps controls the levers. Their automation secures results in subsequent cycles.

UX/UI Designers must still prototype UI elements despite improved design tools.

All test cases are proportional to use cases/functional units, hence testers' work is O(N).

Architects Their effort improves code quality. Their right/wrong interference affects product quality and rollout decisions even after the design is set.

Core Developers Only core developers can write code and own requirements. When people understand and own their labor, the output improves dramatically. A single character error can spread undetected throughout the SDLC and cost millions.

Core devs introduce/eliminate 1000x bugs, refactoring attempts, and regression. Following our earlier hypothesis.

The fastest way to do something is to do it right, no matter how long it takes.

Conclusion:

Google is at the liberal extreme of the employee-handling spectrum

Microsoft faced an existential crisis after 2000. It didn't choose Amazon's data-driven people management to revitalize itself.

Instead, it entrusted developers. It welcomed emerging technologies and opened up to open source, something it previously opposed.

Google is too lax in its employee-handling practices. With that foundation, it can only follow Amazon, no matter how carefully.

Any attempt to redefine people's measurements will affect the organization emotionally.

The more Google compares apples to apples, the higher its chances for future rebirth.

Quick, easy and tasty (and dollops of parenting around food).

My wife and mom are both great mothers. They're super-efficient planners. They soak and ferment food. My 104-year-old grandfather loved fermented foods.

When I'm hungry and need something fast, I waffle to the pantry. Like most people, I like to improvise. I wish I knew these 11 hacks sooner.

1. The world's best pasta sauce only has 3 ingredients.

You watch recipe videos with prepped ingredients. In reality, prepping and washing take time. The food's taste isn't guaranteed. The raw truth at a sublime level is not talked about often.

Sometimes a radical recipe comes along that's so easy and tasty, you're dumbfounded. The Classic Italian Cook Book has a pasta recipe.

One 28-ounce can of whole, peeled tomatoes, one medium peeled onion, and 5 tablespoons of butter. And salt to taste.

Combine everything in a single pot and simmer for 45 minutes, uncovered. Stir occasionally. Toss the onion halves after 45 minutes and pour the sauce over pasta. Finish!

This simple recipe fights our deepest fears.

Salt to taste! Customized to perfection, no frills.

2. Reheating rice with ice. Magical.

Most of the world eats rice. I was raised in south India. My grandfather farmed rice in the Cauvery river delta.

The problem with rice With growing kids, you can't cook just enough. Leftovers are a norm. Microwaves help most people. Ice cubes are the frosting.

Before reheating rice in the microwave, add an ice cube. The ice will steam the rice, making it fluffy and delicious again.

3. Pineapple leaf 

if it comes off easy, it is ripe enough to cut. No rethinking.

My daughter loves pineapples like her dad. One daddy task is cutting them. Sharing immediate results is therapeutic.

Timing the cut has been the most annoying part over the years. The pineapple leaf tip reveals the fruitiness inside. Always loved it.

4. Magic knife words (rolling and curling)

Cutting hand: Roll the blade's back, not its tip, to cut.

Other hand: If you can’t see your finger tips, you can’t cut them. So curl your fingers.

I dislike that schools don't teach financial literacy or cutting skills.

My wife and I used scissors differently for 25 years. We both used the thumb. My index finger, her middle. We googled the difference when I noticed it and laughed. She's right.

This video teaches knifing skills:

5. Best advice about heat

If it's done in the pan, it's overdone on the plate.

This simple advice stands out when we worry about ingredients and proportions.

6. The truth about pasta water

Pasta water should be sea-salty.

Properly seasoning food separates good from great. Salt depends is a good line.

Want delicious pasta? Well, then kind of a lot, to be perfectly honest.

7. Clean as you go

Clean blender as you go by blending water and dish soap.

I find clean as you go easier than clean afterwords. This easy tip is gold.

8. Clean as you go (bis)

Microwave a bowl of water, vinegar, and a toothpick for 5 minutes.

2 cups water, 2 tablespoons vinegar, and a toothpick to prevent overflow.

5-minute microwave. Let the steam work for another 2 minutes. Sponge-off dirt and food. Simple.

9 and 10. Tools,tools, tools

Immersion blender and pressure cooker save time and money.

Narrative: I experienced fatherly pride. My middle-schooler loves science. We discussed boiling. I spoke. Water doesn't need 100°C to boil. She looked confused. 100 degrees assume something. The world around the water is a normal room. Changing water pressure affects its boiling point. This saves energy. Pressure cooker magic.

I captivated her. She's into science and sustainable living.

Whistling is a subliminal form of self-expression when done right. Pressure cookers remind me of simple pleasures.

Your handiness depends on your home tools. Immersion blenders are great for pre- and post-cooking. It eliminates chopping and washing. Second to the dishwasher, in my opinion.

11. One pepper is plenty

A story I share with my daughters.

Once, everyone thought about spice (not spicy). More valuable than silk. One of the three mighty oceans was named after a source country. Columbus sailed the wrong way and found America. The explorer called the natives after reaching his spice destination.

It was pre-internet days. His Google wasn't working.

My younger daughter listens in awe. Strong roots. Image cast. She can contextualize one of the ocean names.

I struggle with spices in daily life. Combinations are mind-boggling. I have more spices than Columbus. Flavor explosion has repercussions. You must closely follow the recipe without guarantees. Best aha. Double down on one spice and move on. If you like it, it's great.

I naturally gravitate towards cumin soups, fennel dishes, mint rice, oregano pasta, basil thai curry and cardamom pudding.

Variety enhances life. Each of my dishes is unique.

To each their own comfort food and nostalgic memories.

Happy living!

"GTO" (Game Theory Optimal) has been used a lot in poker recently. To clarify its meaning and application, the aim of this article is to define what it is, when to use it when playing, what strategies to apply for how to play GTO poker, for beginner and more advanced players!

Poker GTO

In poker, you can choose between two main winning strategies:

Exploitative play maximizes expected value (EV) by countering opponents' sub-optimal plays and weaker tendencies. Yes, playing this way opens you up to being exploited, but the weaker opponents you're targeting won't change their game to counteract this, allowing you to reap maximum profits over the long run.

GTO (Game-Theory Optimal): You try to play perfect poker, which forces your opponents to make mistakes (which is where almost all of your profit will be derived from). It mixes bluffs or semi-bluffs with value bets, clarifies bet sizes, and more.

GTO vs. Exploitative: Which is Better in Poker?

Before diving into GTO poker strategy, it's important to know which of these two play styles is more profitable for beginners and advanced players. The simple answer is probably both, but usually more exploitable.

Most players don't play GTO poker and can be exploited in their gameplay and strategy, allowing for more profits to be made using an exploitative approach. In fact, it’s only in some of the largest games at the highest stakes that GTO concepts are fully utilized and seen in practice, and even then, exploitative plays are still sometimes used.

Knowing, understanding, and applying GTO poker basics will create a solid foundation for your poker game. It's also important to understand GTO so you can deviate from it to maximize profits.

GTO Poker Strategy

According to Ed Miller's book "Poker's 1%," the most fundamental concept that only elite poker players understand is frequency, which could be in relation to cbets, bluffs, folds, calls, raises, etc.

GTO poker solvers (downloadable online software) give solutions for how to play optimally in any given spot and often recommend using mixed strategies based on select frequencies.

In a river situation, a solver may tell you to call 70% of the time and fold 30%. It may also suggest calling 50% of the time, folding 35% of the time, and raising 15% of the time (with a certain range of hands).

Frequencies are a fundamental and often unrecognized part of poker, but they run through these 5 GTO concepts.

1. Preflop ranges

To compensate for positional disadvantage, out-of-position players must open tighter hand ranges.

Premium starting hands aren't enough, though. Considering GTO poker ranges and principles, you want a good, balanced starting hand range from each position with at least some hands that can make a strong poker hand regardless of the flop texture (low, mid, high, disconnected, etc).

Below is a GTO preflop beginner poker chart for online 6-max play, showing which hand ranges one should open-raise with. Table positions are color-coded (see key below).

NOTE: For GTO play, it's advisable to use a mixed strategy for opening in the small blind, combining open-limps and open-raises for various hands. This cannot be illustrated with the color system used for the chart.

Choosing which hands to play is often a math problem, as discussed below.

Other preflop GTO poker charts include which hands to play after a raise, which to 3bet, etc. Solvers can help you decide which preflop hands to play (call, raise, re-raise, etc.).

2. Pot Odds

Always make +EV decisions that profit you as a poker player. Understanding pot odds (and equity) can help.

Postflop Pot Odds

Let’s say that we have JhTh on a board of 9h8h2s4c (open-ended straight-flush draw).  We have $40 left and $50 in the pot. He has you covered and goes all-in. As calling or folding are our only options, playing GTO involves calculating whether a call is +EV or –EV. (The hand was empty.)

Any remaining heart, Queen, or 7 wins the hand. This means we can improve 15 of 46 unknown cards, or 32.6% of the time.

What if our opponent has a set? The 4h or 2h could give us a flush, but it could also give the villain a boat. If we reduce outs from 15 to 14.5, our equity would be 31.5%.

We must now calculate pot odds.

(bet/(our bet+pot)) = pot odds

= $50 / ($40 + $90)

= $40 / $130

= 30.7%

To make a profitable call, we need at least 30.7% equity. This is a profitable call as we have 31.5% equity (even if villain has a set). Yes, we will lose most of the time, but we will make a small profit in the long run, making a call correct.

Pot odds aren't just for draws, either. If an opponent bets 50% pot, you get 3 to 1 odds on a call, so you must win 25% of the time to be profitable. If your current hand has more than 25% equity against your opponent's perceived range, call.

Preflop Pot Odds

Preflop, you raise to 3bb and the button 3bets to 9bb. You must decide how to act. In situations like these, we can actually use pot odds to assist our decision-making.

This pot is:

(our open+3bet size+small blind+big blind)

(3bb+9bb+0.5bb+1bb)

= 13.5

This means we must call 6bb to win a pot of 13.5bb, which requires 30.7% equity against the 3bettor's range.

Three additional factors must be considered:

Being out of position on our opponent makes it harder to realize our hand's equity, as he can use his position to put us in tough spots. To profitably continue against villain's hand range, we should add 7% to our equity.

Implied Odds / Reverse Implied Odds: The ability to win or lose significantly more post-flop (than pre-flop) based on our remaining stack.

While statistics on 3bet stats can be gained with a large enough sample size (i.e. 8% 3bet stat from button), the numbers don't tell us which 8% of hands villain could be 3betting with. Both polarized and depolarized charts below show 8% of possible hands.

7.4% of hands are depolarized.

Polarized Hand range (7.54%):

Each hand range has different contents. We don't know if he 3bets some hands and calls or folds others.

Using an exploitable strategy can help you play a hand range correctly. The next GTO concept will make things easier.

3. Minimum Defense Frequency:

This concept refers to the % of our range we must continue with (by calling or raising) to avoid being exploited by our opponents. This concept is most often used off-table and is difficult to apply in-game.

These beginner GTO concepts will help your decision-making during a hand, especially against aggressive opponents.

MDF formula:

MDF = POT SIZE/(POT SIZE+BET SIZE)

Here's a poker GTO chart of common bet sizes and minimum defense frequency.

Take the number of hand combos in your starting hand range and use the MDF to determine which hands to continue with. Choose hands with the most playability and equity against your opponent's betting range.

Say you open-raise HJ and BB calls. Qh9h6c flop. Your opponent leads you for a half-pot bet. MDF suggests keeping 67% of our range.

Using the above starting hand chart, we can determine that the HJ opens 254 combos:

We must defend 67% of these hands, or 170 combos, according to MDF. Hands we should keep include:

Flush draws

Open-Ended Straight Draws

Gut-Shot Straight Draws

Overcards

Any Pair or better

So, our flop continuing range could be:

Some highlights:

Fours and fives have little chance of improving on the turn or river.

We only continue with AX hearts (with a flush draw) without a pair or better.

We'll also include 4 AJo combos, all of which have the Ace of hearts, and AcJh, which can block a backdoor nut flush combo.

Let's assume all these hands are called and the turn is blank (2 of spades). Opponent bets full-pot. MDF says we must defend 50% of our flop continuing range, or 85 of 170 combos, to be unexploitable. This strategy includes our best flush draws, straight draws, and made hands.

Here, we keep combining:

Nut flush draws

Pair + flush draws

GS + flush draws

Second Pair, Top Kicker+

One combo of JJ that doesn’t block the flush draw or backdoor flush draw.

On the river, we can fold our missed draws and keep our best made hands. When calling with weaker hands, consider blocker effects and card removal to avoid overcalling and decide which combos to continue.

4. Poker GTO Bet Sizing

To avoid being exploited, balance your bluffs and value bets. Your betting range depends on how much you bet (in relation to the pot). This concept only applies on the river, as draws (bluffs) on the flop and turn still have equity (and are therefore total bluffs).

On the flop, you want a 2:1 bluff-to-value-bet ratio. On the flop, there won't be as many made hands as on the river, and your bluffs will usually contain equity. The turn should have a "bluffing" ratio of 1:1. Use the chart below to determine GTO river bluff frequencies (relative to your bet size):

This chart relates to your opponent's pot odds. If you bet 50% pot, your opponent gets 3:1 odds and must win 25% of the time to call. Poker GTO theory suggests including 25% bluff combinations in your betting range so you're indifferent to your opponent calling or folding.

Best river bluffs don't block hands you want your opponent to have (or not have). For example, betting with missed Ace-high flush draws is often a mistake because you block a missed flush draw you want your opponent to have when bluffing on the river (meaning that it would subsequently be less likely he would have it, if you held two of the flush draw cards). Ace-high usually has some river showdown value.

If you had a 3-flush on the river and wanted to raise, you could bluff raise with AX combos holding the bluff suit Ace. Blocking the nut flush prevents your opponent from using that combo.

5. Bet Sizes and Frequency

GTO beginner strategies aren't just bluffs and value bets. They show how often and how much to bet in certain spots. Top players have benefited greatly from poker solvers, which we'll discuss next.

GTO Poker Software

In recent years, various poker GTO solvers have been released to help beginner, intermediate, and advanced players play balanced/GTO poker in various situations.

PokerSnowie and PioSolver are popular GTO and poker study programs.

While you can't compute players' hand ranges and what hands to bet or check with in real time, studying GTO play strategies with these programs will pay off. It will improve your poker thinking and understanding.

Solvers can help you balance ranges, choose optimal bet sizes, and master cbet frequencies.

GTO Poker Tournament

Late-stage tournaments have shorter stacks than cash games. In order to follow GTO poker guidelines, Nash charts have been created, tweaked, and used for many years (and also when to call, depending on what number of big blinds you have when you find yourself shortstacked).

The charts are for heads-up push/fold. In a multi-player game, the "pusher" chart can only be used if play is folded to you in the small blind. The "caller" chart can only be used if you're in the big blind and assumes a small blind "pusher" (with a much wider range than if a player in another position was open-shoving).

Divide the pusher chart's numbers by 2 to see which hand to use from the Button. Divide the original chart numbers by 4 to find the CO's pushing range. Some of the figures will be impossible to calculate accurately for the CO or positions to the right of the blinds because the chart's highest figure is "20+" big blinds, which is also used for a wide range of hands in the push chart.

Both of the GTO charts below are ideal for heads-up play, but exploitable HU shortstack strategies can lead to more +EV decisions against certain opponents. Following the charts will make your play GTO and unexploitable.

Poker pro Max Silver created the GTO push/fold software SnapShove. (It's accessible online at www.snapshove.com or as iOS or Android apps.)

Players can access GTO shove range examples in the full version. (You can customize the number of big blinds you have, your position, the size of the ante, and many other options.)

In Conclusion

Due to the constantly changing poker landscape, players are always improving their skills. Exploitable strategies often yield higher profit margins than GTO-based approaches, but knowing GTO beginner and advanced concepts can give you an edge for a few reasons.

It creates a solid gameplay base.

Having a baseline makes it easier to exploit certain villains.

You can avoid leveling wars with your opponents by making sound poker decisions based on GTO strategy.

It doesn't require assuming opponents' play styles.

Not results-oriented.

This is just the beginning of GTO and poker theory. Consider investing in the GTO poker solver software listed above to improve your game.