u/yukittyred

Umm hi, I heard some company will do something like this.

Instead of just checking if we did our own jobs well, they are now going to rank colleagues directly against each other. They also fire the bottom 5% to 10% of workers every single year.

Is this normal, and do glc also do this? Also what does this process call?

Where's the best kueh chap shop?

Preferably that uses real ingredients for the soup and not soy sauce.

I tasted one that only full of soy sauce and it taste soo bad.

Please don't mention 3rd Mile, it's too famous already until flooded other people good shop also.

Just wondering, do malaysia university's admission letter got anything special like China?

Like the letter uses special material, or have special design or anything special? Not just a single piece of paper.

Anyone here use stable coin like normal ewallet already?

Not fully understand what is it yet, but seems good.

Like do people go back to school, just to reminiscent their younger life?

And go eat together, group together again with teachers, and students?

I mean go back to school, looking around the place.

1. WhatsApp group for teachers and parents together.
2. WhatsApp group for teacher + parents + kids.
3. WhatsApp group for kids without parents and teachers.
4. WhatsApp group for club specific.

I been told to do a project last week. Currently still getting requirement and not yet understand what is it about. From what I see is that it involve finance, hr, management, and all the employees.

Then they told me the deadline is next month.

Told me to use vibe coding, without giving me any resources. All I got is just a 8gb ram laptop with only cpu.

Any advice, I sooo confuse.

Do you guys have a personal rule when working in a company?

like for example

1. say no on unrealistic expectations.

2. do not work on something outside your job scope.

Wanted to ask. Normally Chinese tea sell at Cafe or shop is red tea or green tea?

Anyone here understand all the 6 type of tea?

Things I wanted to see become successful:

I wanted to build many things, but currently I do not have the time or the money to do so.

Most of what I build uses the free version of AI Studio.

However, from what I have seen, it does not provide all the features needed for production-level applications, and projects still require people to review and validate them properly.

Also, from what I understand, the free version has limitations, especially regarding Firebase.

There are currently three ideas I want to build:

1. The Methodology Recommender. I consider this project mostly complete, although I do not expect it to be widely used because many people in companies are managers who do not listen rather than leaders who do. Nevertheless, I intend to keep it available.

2. A full-screen, first-person experience game that allows people without depression to understand what living with depression feels like, how people can develop depression, and why depression exists. The goal is to let players experience situations, thoughts, and emotions from the perspective of someone suffering from depression, creating greater understanding, empathy, and awareness.

3. A job hunting and company review platform that removes age discrimination and discrimination against OKU candidates. Many people over the age of 40, including those in their 50s, 60s, and even older, still want to work but struggle to find employment because companies often prefer younger or cheaper workers.

   The platform would focus on fair hiring based on skills, experience, and ability rather than age or disability status.

   In addition, the company review system would help job seekers understand whether a company is suitable for them. Reviews would include criteria such as:

   • The difficulty of the work.
   • Whether the workload is considered easy, moderate, or demanding.
   • Working hours and schedule flexibility.
   • Overtime expectations.
   • Work-life balance.
   • Management quality and leadership style.
   • Support for older workers and OKU employees.
   • Career growth opportunities.
   • Salary competitiveness and benefits.
   • Overall suitability for different types of employees.

   The goal is not only to help people find jobs, but also to help them find workplaces that match their abilities, needs, and preferred way of working.

https://project-methodology-advisor-397643982268.us-west1.run.app/

This is a decision engine designed to help to see what is the most suitable method to use in project development simulate, and calibrate the optimal project management.

I created this because I was soo stressed. Too much politics in office.

Can someone review and tell me is it suitable or not.

Or anything that I need to improve on it?

If I'm not suppose to post this here, tell me and I'll remove later.

https://project-methodology-advisor-397643982268.us-west1.run.app/

This is a decision engine designed to help to see what is the most suitable method to use in project development simulate, and calibrate the optimal project management.

I created this because I was soo stressed.

Can someone review and tell me is it suitable or not.

Or anything that I need to improve on it?

If I'm not suppose to post this here, please tell me. I'll remove this later.

I still don't understand why my company is so obsessed with making us record every single minute we work in the timesheet system.

If the timesheet doesn't add up to a full 8 hours, someone will call and ask why there are missing hours, what we were doing during that time, and why it wasn't recorded.

But then when you actually have a lot of projects going on and you record that you've been working on the same thing for a long time, they call again and ask why it took so long. They'll ask if it's possible to finish it in less time or whether it really should have taken that many hours.

Sometimes they even question why we spent time on certain work orders, meetings, or other tasks, even though they were the ones who asked us to do those things in the first place.

What makes it even more confusing is that everyone in the company is doing similar work. We're all working in the same IT company, dealing with the same kinds of projects and issues.

It feels like if you don't record enough hours, you get questioned. If you record too many hours on something, you also get questioned. And if you record exactly what you did, you still get questioned about why you were doing it at all.

Ahh...

Let's imagine a scenario. So my manager likes to micromanage. He don't know a single thing about software development using Agile. His job is making sure every single minute must be recorded and justified on our work. And every sprint have to show that more and more task is completed if possible and cannot be less. Everytime we needed any resources, no matter it is a laptop or using the meeting room, or the printer. He will ask use and want us to justify why we need it.

He tell me, we need to start a new project, and will mostly consist only on interns. He showed me an FRD file that consist of FRD and non-frd inside. Inside the file, most of it only consist of admin and management side only, and non of it involve anything on the end user side. The end user is the employees. And until now, he never want to make a meeting to get any requirements or make any adjustment on the frd file.

Most of their philosophy/idea from my previous manager is Agile means Agility. basically anything we do using agile must be fast and usable and good quality. They have SOP for software development, and criteria and rules.

Now, my current manager (same place different people only). He still uses waterfall method, and SDLC. The manager that knows about Agile and work under my current manager, had tried to teach about Agile. But he don't even want to learn about how agile works up until now, even when there is alot of oppotunity that tells him to go learn. He also will try his best to prevent anyone to take courses or studying anything. and always says studying should do outside office hours only.

My problem is, how do I even start correctly, just to make it can actually work using Agile?

This sprint was around late March to early April.

The Scrum Master also changed again this sprint.

This will be my last update for my retrospective, since I'm gone already.

---

What Went Well

1. The team improved the pipeline every sprint, reaching 100% coverage in one stream.

2. The team experimented with end-to-end (E2E) testing for one module.

3. Merge request sizes became smaller and more manageable in one stream.

4. The mobile stream gained access to TestFlight.

5. The mobile stream improved the pipeline and showed unit test coverage.

---

What Should We Stop Doing

1. Creating large merge requests (MRs). If a merge request takes more than 30 minutes to review, it should be rejected and broken down into smaller parts. Large MRs are still occurring.

2. Compiling or packaging code on the production server. Built images must be published through a private registry.

3. Using Docker Compose without defining memory allocation and network configuration.

4. Omitting specific library versions in requirements.txt.

---

What Should We Start Doing to Improve

1. Continue improving the CI/CD pipeline every sprint as a repeated proof of progress.

2. Clean up devcontainers at the end of every sprint as routine environment maintenance.

3. Ensure developers ask requesters to check with the Product Owner before doing ad-hoc tasks.

4. Provide early heads-up for demos and presentations.

5. Start implementing CI/CD pipelines for frontend projects.

6. Inform the Product Owner when a user story is too large.

7. Code reviewers should check Docker Compose files for memory allocation and network settings.

8. Include exact library versions in requirements.txt using ==.

9. Developers may create a new user story when there is a bug.

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Previous posts: https://www.reddit.com/r/agile/comments/1uhsskw/my_2026_sprint_6_retrospective/