A Quiet Start

Jay joined my team in 2017, following the selection of Google Chat as the company's future competitor to Slack, overshadowing Hangouts Chat. While the public was unaware, Hangouts Chat had already developed a functioning Slack-like interface, whereas Google Chat required a complete overhaul of the existing architecture. This decision marked a significant strategic blunder.

As you might expect, this turmoil led to a significant departure of engineers from the Hangouts Chat project. Some opted to leave the company entirely, while others transitioned to my web frontend team for Google Meet. During a lunch conversation with Jay a few weeks later, I inquired about their decision to join my team. Jay explained that it was either the Google Meet web team or leaving the company altogether. Quite the choice!

Even by the standards of software engineering, Jay was notably introverted and quite reserved when they came aboard as an L3 engineer. In the Google hierarchy, an L3 is considered a junior engineer, typically a new graduate or someone needing guidance to reach expected performance levels.

Jay would spend long hours working without engaging in conversation with the rest of us. In fact, when invited to join us for lunch, Jay's consistent reply was a simple "no." Occasionally, I would check in with the tech lead regarding Jay's projects, only to receive a shrug and an "I don't know." It seemed we were both in the dark.

The Work Behind the Scenes

Eventually, I discovered that Jay was diligently managing the transition of the Hangouts Chat codebase to the Google Chat team in Sunnyvale, CA. Jay tackled numerous bugs, addressed engineering queries from the Sunnyvale team, and facilitated the migration of the entire front end codebase to a new server.

This level of performance is typically seen in an L4 engineer, which is a commendable achievement. An L4 engineer is capable of independently executing medium-sized projects and has expertise in design, coding, testing, documentation, and the release process. When they also demonstrate leadership and manage production incidents, they can be elevated to an L5 senior engineer.

At that point, I began having regular bi-weekly one-on-ones with Jay. I encouraged them to consider pursuing a promotion to L4. Jay later shared that before joining my team, they had little interaction with managers, including one-on-ones, which likely contributed to their lack of promotions over the preceding four years.

The Promotion Process

When performance review season arrived in 2018, Jay and I collaborated on their performance packet using Google Docs. Jay expressed surprise at receiving notifications from me late on a Friday night with edits and suggestions. Given that their previous managers rarely engaged with them, this was a stark contrast.

I aided Jay in finalizing the performance packet, and their peers provided strong support, often prompted by my gentle reminders. I reviewed the feedback from everyone involved.

The promotion process involved a committee comprising two senior engineers who would determine approval or rejection before the packets were submitted to our Director for final review. Our committee included one engineer from Stockholm and another from Kirkland, ensuring fairness in evaluation.

Upon reviewing the results, I was concerned to find one thumbs up and one thumbs down. This mixed feedback could signal trouble for Jay's promotion.

Addressing the Feedback

I arranged a conversation with the engineer who had given the thumbs down to understand their reasoning. They mentioned that they had limited interaction with Jay, making them uncertain about Jay's grasp of their work's scope.

I clarified that the thumbs down reflected their confidence in understanding Jay's contributions, rather than any shortcomings in Jay's performance. After some contemplation, the engineer agreed to change their rating to a thumbs up, which was a significant win.

Jay's packet subsequently passed through the Director's review, and they were promoted to L4 software engineer—an achievement well deserved!

Jay’s Growth and Impact

Fast forward a few years, and Jay has evolved into an essential L5 Senior Engineer on the team, having received another promotion in 2022, albeit a couple of years later than I believed was warranted. Since my retirement in 2020, I can’t take credit for this!

Not only has Jay excelled as an engineer, but they have also become the cornerstone of the Meet web team, especially after organizational changes led to team fragmentation. Jay mentors new engineers and has forged many friendships within and beyond the team. They actively encourage participation in virtual gatherings to maintain team cohesion during the challenges of remote work.

In December 2018, Jay and I traveled to Stockholm for a project that aimed to integrate phone audio with computer video. While this might sound straightforward, the technical challenges were numerous.

Experiencing New Adventures

During our time in Sweden, Jay, a devoted fan of black metal music, invited me to a live concert featuring Tribulation, one of their favorite bands. The journey from being silent lunch companions to attending a concert together was remarkable.

Jay often jokes about that trip, saying, "well yeah, I went to a concert with my skip manager!" Reflecting on this journey, I had the pleasure of catching up with Jay over lunch and coffee with team members at Starbucks recently. It was heartwarming to reconnect after the pandemic.

Lessons for Managers

Jay's story serves as an important lesson for managers. Sometimes, a new addition to the team may not fit in immediately. However, if they demonstrate solid contributions, it’s crucial to invest time in their development. Your patience and commitment will eventually yield positive results.

I retired from Google during the pandemic, and instead of a traditional farewell party, I had a virtual farewell presentation. Among the well wishes was a heartfelt message from Jay.

Thank you, Jay. The team's sense of family stems not from my efforts alone, but from every member's contributions.

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