►
From YouTube: SEM Weekly Updates 09 20 2020
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
All
right,
please
remember,
to
review
the
engineering
week
in
review,
the
engineering
staff
meeting
and
the
development
staff
meeting
agendas.
A
These
are
three
hot
topic
issues
that
I'm
watching
this
week.
That
I
think,
would
be
a
good
idea
if
you
watch
them
as
well,
especially
the
first
one.
This
first,
mr,
was
created
by
michelle,
and
it
basically
is
a
way
for
us
to
as
a
stage
discuss
some
changes
that
are
being
proposed
to
iteration.
There
is
a
larger,
mr.
You
can
learn
about
it
when
you
click
on
the
link,
but
the
goal
was
to
have
a
conversation
in
a
a
smaller
space
because
it's
so
hard
to
keep
track
of
all
of
the
comments.
A
But
please
take
a
look
at
this
and
also
share
with
your
team.
This
really
does
impact
the
way
that
they
work
and
we
want
to
make
sure
that
they
get
their
say,
hurt.
A
Accomplishments
so,
a
few
weeks
ago,
as
a
stage,
we
all
worked
on
an
issue
where
we
discussed
how
we
could
recognize
team
members.
Well,
this
got
people
business
partners,
attention
and,
as
a
result,
they're
going
to
be
adding
some
of
the
content
that
we
discussed
to
their
feedback
page.
I
have
linked
the
mri
here
for
you
to
take
a
look
at
what
changes
they
did
adopt,
but
congratulations.
A
A
A
There
are
labels
that
we
use
to
measure
this
and
right
now,
as
you
can
see,
13
4
was
the
most
interaction
we've
had
so
far
with
them.
I'd
like
to
see
these
numbers
of
interactions
go
up.
I
think
that
engaging
with
quality
security,
tech
writing
product
are
all
very
essential
to
building
our
products,
so
I
will
be
tracking
this
and
I
might
ask
a
question
from
time
to
time.
Are
you
running?
A
You
know
your
issues
or
mrs
through
quality
just
checking
in,
but
this
is
a
way
for
me
to
get
that
communication
or
that
level
of
interaction
the
community
contributions.
Well,
this
isn't
so
great.
This
is
why
it's
not
so
great.
I
think
there
are
some
more
community
contributions.
We
could
take
a
look
at
that
have
been
open
for
60
days
or
more.
A
I
think
that
some
of
them
are
not
labeled
back
in
our
front
end,
and
maybe
we
need
to
go
and
look
at
those.
But
please
take
a
moment
to
click
on
this
link
right
here
and
see.
If
there's
any
mrs,
that
you
can
look
at
and
determine
whether
or
not
we
truly
do
have
44
open.
Mrs
from
community
contributors
that
need
to
stay
open.
A
All
right,
this
is
our
days
to
merge,
dash
table
that
I've
been
tracking.
I'm
gonna
track
the
percentages
of
how
many
mrs
out
of
all
the
mrs
we've
completed
so
far
within
a
month,
and
how
many
of
those
mrs
are
ending
up
in
these
buckets.
We
would
love
for
a
lot
to
end
up
in
the
seven
days
or
less,
and
last
week
we
were
doing
much
a
little
better
this
week,
we're
at
70
last
week
we're
at
76.
A
I
hope
not
to
see
us
go
into
the
60s
next
week,
but
we
will
see
you
can
see
the
8
to
15
days.
We
just
went
down
a
little
bit
16
to
30
days.
We
just
jumped
right,
so
I
would
like
to
investigate
a
little
bit
more
on.
What's
going
on
there
31
plus
days,
and
you
see,
we
have
four
percent.
A
This
is
a
tip
really
a
tip
that
I
have
for
everyone,
so
we've
discussed
recognizing
team
members
and
different
ways
to
do
that.
Well,
we
need
to
lead
by
example,
and
one
way
I
can
measure
how
often
I
recognize
team
members
are
by
using
this
query
below
here
in
the
things
channel.
This
is
I'm
sorry,
let's
get
the
head
and
thanks
from
myself
when
I
did
this,
I
noticed
that
I
had
been
commenting
on
other
team
members
who
were
receiving
things
saying
great
job,
great
collaboration.
A
I
think
it's
really
great
when
your
manager,
your
senior
manager,
recognizes
that
you've
done
something.
So
I
encourage
you
all
to
you
know
say
thanks
more
on
the
thanks
channel,
and
this
will
simplify
it
a
lot
and
also
you
can
kind
of
monitor
yourself
and
make
sure
you're
saying
thanks
enough,
because
for
us
to
tell
our
team
members
to
recognize
people,
but
we're
not
recognizing
people
isn't
really
leading
by
example.
Now
all
right.
A
The
next
item
is
the
discussion
for
the
week.
The
discussion
topic
for
the
week
is
stretching
team
and
bristol
stretch
right.
So
I
love
stretching.
I
love
stretching
myself.
I
love
stretching
others,
because
I
I
I
say
this
often
that
it's
good
to
be
uncomfortable.
It
means
you're
growing
if
you're
never
uncomfortable,
then
you're
just
stagnant,
and
I
think
that's
something
that
we
can
provide
to
our
team
members
to
invest
in
their
employee
development.
A
So
there's
one
thing
to
have
goals
like
regular,
achievable
goals,
that's
fine
but
stretch
those
are
those
goals
that
are
kind
of
larger
and
harder
to
to
to
me
and
they
don't
count
against
your
performance.
So
it's
a
different
type
of
goal,
so
I
want
to
make
sure,
as
engineering
managers
we're
mindful
of
stretching
our
team
members
and
we
have
a
process.
So
the
question
is:
how
do
you
or
would
you
monitor
that
you're
keeping
track
of
stretching
your
team?