The book is only 288 pages long (539 if you set the point size to a readable size on the iPad) but honestly it is jammed packed with things that managers of software development teams and projects need to know. I really am at a loss for where to start reviewing it because I feel the need to simply reiterate all the points that Mr. Humphrey made in the book.

Who it is for

This but is a must read for anyone managing a medium to large size software development team. Actually, I would say that it is a must read for any C-Level or VP level at a company who either develops software as their primary function or their business is built around software that is built in house. It is that good.

Who it is not for

If you are managing a small shop or working with small teams, this book won’t give you much in the way of practical advice. It gives you some great big picture advice but nothing that you can readily apply on a day-to-day basis.

What is in it

First off, here is my favorite quote from the book.

When projects go badly, our reaction is often to work harder—by which
we mean work longer hours. But it’s rarely that simple. Projects often
go wrong at the very start, and their problems are generally symptoms
of a deeply dysfunctional organization.

Looking back at the projects I’ve been on, managed, or discussed with clients, I can attest to this gem of wisdom. That quote is from Bill Thomas and comes from the preface of the book. Even so, it indicative of the wisdom that is sprinkled liberally throughout the book.

Mr. Humphrey goes on to touch on just about every one of my hot buttons in the rest of the eight chapters. His advice runs the gamut from “how to manage a project”, to “how to manage a team”, to “how to manage your boss”. All of it drawing from his 60 years of experience in IT.

Unlike most modern management books that tend to be pithy with pull-quotes, and written in a style reminiscent of motivational speakers, “Reflections on Management” is written in a much more formal style. (I’d say like you would expect form an old white guy but I am told these days that I am an old white guy.) It’s not stuffy at all but it can be a bit dry at times. What keeps your attention though are his liberal sprinkling of real-life examples of the points he is making.

Conclusion

The ideas and principals espoused by Mr. Humphrey are solid. Even if you disagree with this methodologies, it is difficult for anyone to disagree with the principals. Personally, I think it that a copy of this book should be presented to every management candidate at least 3 weeks before their promotion. Reading this book will help them either determine that they don’t want to be in management or get started on the right foot. Either way, the company and the candidate wins.

This is part of the spring TEK·X webcast series and is sponsored by Microsoft and hosted by php|architect.

Be realistic

Let’s be clear on this, however unpleasant it may sound: if you want the best, be ready to pay for the best. Of course, there are a few wonderful deals out there but usually, on average, you get what you pay for. So if you’re expecting to draw the attention of talent you’re going to have to bring out your best honey. I’ve had a few discussions with HR people and head hunters and we all agree on one point: if you want qualified employees, offer a qualified salary. When it comes to comparing offers salary may not be the deciding factor, but nobody works for free. A singer friend of mine told me he got a gig in a small town, and after the concert they had an amazing paella and wonderful roasted meat with the most amazing table wine. When the festivities were over he went to see the guy from the Council to ask for his fees and the answer he got was “Well yes but… You enjoyed your dinner didn’t you?”. He now has a song called “Believe it or not… I’m in this for the money”. Same applies!

Be generous… and flexible

When a good developer is looking for a job it is very rare if there is only one offer on the table, and chances are all the numbers are going to be very similar. So what’s going to tilt the balance your way? Flexible timetables, occasional (or even regular) telecommuting and parking space are always a plus. Let’s face it, that developer is going to spend a lot of time in your office, so offering good working conditions are going to be key in the decision process. I’ve been offered fresh fruit, free meals and even somebody to come clean my apartment once a week among many other perks. Then again, I’m from Spain so conditions may vary around the world.

Look out for character

A jerk may be a PHP ninja and capable of the most amazing magic, but a jerk is always trouble. Be sure to present your candidate to your team, and listen to their views because it’s no use signing up the best in the business if he’s going to make the rest of your people miserable. I’ve seen some really amazing teams of developers pulled apart and blown into the wind like dandelion seeds because of one jerk. And the companies involved still don’t know what hit them (ok, they do, but it’ll be a cold day on hell before they admit it… just in case the jerk gets mad).

Support the community

The PHP community is thriving and very much alive. Conferences and User Group events are always great places to meet the people in the trade, and by getting to know them you can find the eager up-and-coming and the local experts. It’s also a great way of finding out what moves them and what they look for, both in the workplace and in the projects they will potentially be contributing to. So, let your employees attend events and encourage them to share their expertise at these events because a workplace that evolves quickly and contributes to the community is a cool workplace.

Take a chance

If you still can’t find the developer you want, don’t be afraid to take a chance on one without a proven track record but with potential. Look for hidden gems in the resume stack. Developers looking for a chance to break out. After all, nothing outperforms the player who bears his colors in pride!

Photo credit: Chris Gladis
http://www.flickr.com/photos/mshades/158639233/