Ståle Pedersen

Middleware Performance Team Lead at Red Hat. Throw frisbees and brew beer when time permits.

[Ståle Pedersen @stalep]

Now merges are f....ed...

[Ståle Pedersen @stalep]

Getting tired of constant @github issues. - if I only press "Add review Comment" enough times and at the same time curse very hard in Norwegian it does sometimes work...

[Max Rydahl Andersen @maxandersen]

Been working on picocli to aesh migration the last few weeks for JBang.

The startup difference is amazing - 2-17x faster.

JVM mode is now amazing but native mode is even faster

lesson learned again and again - reflection is a startup killer; build-time makes all the difference

[Ståle Pedersen @stalep]

@gunnarmorling If you're happy then you're golden 😉

[Ståle Pedersen @stalep]

@maxandersen Not programmatically, but you can specify what to look for.

[Simons @Simon_Ingari]

"Why does our top performer get the worst reviews?" the boss asked.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the boss.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the boss.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.

[Francesco Nigro @forked_franz]

Struggling with Java scalability in containers? 🧐
The App Services Performance Team explains how tiered compilation and CPU resource constraints can cause performance bottlenecks!
#Java #Performance #Kubernetes #OpenJDK #Scalability
👇
https://t.co/b91TmBIYOa

[Francesco Nigro @forked_franz]

Struggling with unreproducible performance testing? Discover how we leveraged qDup,a powerful scripting orchestrator, to achieve consistent and comparable setups, transforming collaboration and improving our process.

Read more about our journey here 👉
https://t.co/7cTN1dgPKr

[Ståle Pedersen @stalep]

Another excellent article from the IBM Runtimes Perf team covering how we used qdup to ensure we could reproduce perf tests between teams in different companies;
https://t.co/KAG4C4Dp2a
#performance #automation

[JUG Milano @jugmilano]

🗓️ Giovedì 20 Febbraio 2025
👉 "An accidental conspiracy: how your load generator is lying to you" in presenza e YouTube live!
🙏 presenta Andrea Lamparelli

Hybrid mode:
🚨 per partecipare in presenza:
https://t.co/3D91VDPvCd

⚠️
Dettagli: https://t.co/I0el8ZUH6A

[Francesco Nigro @forked_franz]

https://t.co/aSYyCDGmBr

Dear @Devoxx thanks for this, I really hope people which love #benchmarking and #performance, but normal devs as well, will have something to learn and fun with it 🥰

[Max Rydahl Andersen @maxandersen]

"Lets just do 30 minutes" was what Josh Long said but once we got started it took a bit more.

Go watch Josh and I's conversation about JBang this early Sunday morning.

https://t.co/3rmxzPehye

[Francesco Nigro @forked_franz]

I am pretty proud of https://t.co/bXMyQ2Emvy since I've modelled this index on what garbagecat does and is very useful when #openshift limits doesn't allow to run with proficiency #java concurrent GCs

[Ståle Pedersen @stalep]

@marcsavy @jmtd I find many interesting discussions/references from colleagues and others in the IT field which still makes it worth it imo. I try to only read (re-)posts from those I follow though.

[Ståle Pedersen @stalep]

@SanneGrinovero Do you have extra rooms? 😉

[Kelly Sommers @kellabyte]

Premature abstraction is WAY more prevalent and worse than premature optimization and really handcuffs code bases for years and years.

[karthik @akbirthko]

legendary

[Ståle Pedersen @stalep]

@nmcl @SanneGrinovero G&T check! 😉