For over 10 years, we didn’t have a handbook. In those 10 years, when a new person joined the company, they were expected to figure things out for themselves. But when we grew from a company of 10, 20, 30 employees to a company of over 50, our “introduction by immersion” style stopped working. New hires felt lost and isolated, and their first weeks or even months on the job were stressful because of it
Take the section Titles for programmers for example. With this, every employee in the company has the same definition for – and can distinguish – junior/senior/lead/principal programmers, and are talking about the very same thing. It’s very important to name things, and to define what exactly they are. Otherwise they’ll lead to confusion, misunderstanding, and eventually a grudge or the like.
We are building something that could quite literally create a new economy and transform lives by connecting people. We work for those people. If we do our job well, we’ll create something that matters as much to them as it does to us, and all of our lives will be better for it.
We have an opportunity that is rare. Let’s make the most of it together.
Love the tongue-in-cheek sentences throughout the piece. Be sure to read the part on communication.
So you’ve gone through the interview process, you’ve
signed the contracts, and you’re finally here at Valve. Congratulations, and welcome.
Valve has an incredibly unique way of doing things that will make this the greatest professional experience of your life, but it can take some getting used to. This book was written by people who’ve been where you are now, and who want to make your first few months here as easy as possible
Be sure to read the part on Stack ranking, a concept which I applaud and — as a lecturer in a technical university, which means that employment is government regulated and people get a guarantee position after a few years — have been tinkering about quite a lot lately as some people around me tend to lean back a bit too often.