►
From YouTube: Tracking Your Work
Description
GitLab Staff Support Engineer Cynthia Ng talks about the importance of tracking your own work throughout the year, and some methods for doing that easily.
A
Okay,
everyone
so
we'll
start
today's
meeting
differently
than
we
usually
do
so
that
cynthia
can
talk
about
her
topic
and
then
we
can
let
her
go
and
we
can
finish
our
normal
work.
Of
course,
she's
welcome
to
stay
with
us
through
the
whole
meeting
and
contribute
as
she
would
like,
but
I
asked
her
to
join
the
meeting
to
talk
about
her
document
template
for
tracking
your
work
and
I'm
going
to
leave
the
explanation
of
that
and
all
the
details
to
her.
B
Hi
everyone
yeah
so
thanks
to
mike
for
inviting
me
for
recording's
sake
today
is
june
30th
2022.
So
hopefully,
whenever
you
watch
this,
nothing
has
really
changed,
but
first
I
actually
wanted
to
let
everyone
know
kind
of
how
to
find
this.
You
go
to
your
shared
drive.
You
should
see
a
support
shared
drive
from
there.
We
do
have
this
folder.
That
is
all
about
like
career
development,
which
obviously
includes
promotion
and
performance
docs
as
well.
B
So
in
here
we
have
the
track.
Your
work
template
right
here,
so
I
created
this
template
quite
a
while
back,
because
I
heard
from
a
lot
of
engineers
that
they,
you
know,
had
difficulty
kind
of
really
tracking
their
work
and
there's
a
few
reasons
why
you
would
want
to
do
this.
It
mostly
came
out
from
people
talking
about
promotions,
but
if
you
think
about
it,
it's
also
really
helpful
for
when
you're
doing
either
your
mid-year
or
your
end-of-year
performance
review,
because
obviously
you
want
to
highlight
the
work
that
you've
done
for
your
manager.
B
They
are
probably
familiar
with
some
of
it,
but
honestly
we're
also
productive
and
prolific
that
they're
not
going
to
know
everything.
So
they're
going
to
need
reminders
as
well,
and
it's
also
a
really
great
way
for
people
to
you
know
kind
of
look
back
and
reflect
on
like
okay.
Well,
what
have
you
gotten
done?
You've,
probably
gotten
more
done
than
you
think
in
any
given
year.
I
bet
you
so.
The
other
thing
I
want
to
you
know
say
about
this.
B
B
It
doesn't
have
to
be
something
really
big,
really
significant.
Just
anything
you
might
even
make
want
to
make
a
note
of
for
yourself
for
later
it
could
be
something
really
small.
So
the
idea
is,
you
add
anything
you
want
to
do
so
if
you're
inclined
to
make
a
note
of
it,
if
you
ever
think,
hey
that's
kind
of
cool
or
that's
nice
of
them
to
say
why
not
make
a
note
of
it,
so
the
doc
provides
some
you
know
suggested.
B
B
A
lot
of
these
categories
are
based
on
our
job
description,
as
well
as
the
promotion
documents.
But
again,
these
are
all
just
you
know,
suggested
they're,
not
necessarily
ones
that
you
might
want
to
keep
you
totally
up
to
you.
How
you
want
to
change
this,
or
you
know,
categorize
your
work
and
for
some
things
like
docs,
you
might
even
just
want
to
put
in
a
search
link
for
you
to
find
them
all
later.
You
don't
have
to
put
them
all
in
here,
so
it's
really
up
to
you
how
you
want
to
do
this.
B
I
have
a
bit
of
there's
quite
a
bit
of
intro
text,
because
it
does
include
some
suggestions
on
how
you
might
start
filling
this
in
especially
for
some
people.
They
really
struggle
with
the
idea
that,
like
oh
well,
I
didn't
do
anything
that
was
significant
or
noteworthy
this
week
and
I'm
like
you,
probably
did,
but
you
you
might
not
think
it's
noteworthy.
So
I'm
like
okay
well,
instead
of
thinking
about
whether
something
is
noteworthy
and
that
you
have
nothing
to
add.
Why
not
look
at
the
best
of
the
week
right?
B
So
I
know
that
a
lot
of
people
in
this
group,
but
across
support,
use
the
one-on-one
issue
generator.
You
can
use
that
you
can,
just
you
know,
use
zendesk
or
searches
or,
however,
you
want
to
do
it.
You
look
at
what
you
did
in
the
past
week,
such
as
sell
tickets
issues
that
sort
of
thing
pick
the
best
of
that
week,
so
it
doesn't
have
to
be
again
like
something
you
think
is
super
important
or
significant.
B
B
Set
aside,
the
one
other
thing,
you'll
notice
about
this
dock
is
that
it
oddly
goes
from
november
to
october,
but
if
you
think
of
when
we
do
our
end
of
year
review,
that
will
make
a
lot
more
sense,
but
again
up
to
you,
you
can
do
it
by
calendar
year.
I
used
to
do
it
by
calendar
year.
I've
only
actually
just
started
doing
it
on
the
performance
review
cadence.
Personally,
so
that's
again.
This
is
this
is
what
the
doc
is
about.
B
But
if
you
you
can
use
anything,
you
want
a
lot
of
people
use
like
their
other
apps.
You
might
use
a
wiki.
Some
people
prefer
to
use
issues
really.
The
idea
was
this
was
a
low
barrier
way
for
people
to
get
started
if
they
didn't
have
anything
already
and
to
get
ideas
and
just
very
quickly
I'll
show
you
kind
of
what
I
mean
by
like
it
doesn't
need
to
be
organized.
B
It
is
not
very
well
organized,
but
it
will
come
later
right
like
once.
I
actually
need
to
do
a
performance
review,
doc
or
promotion
document
or
whatever
it
is.
Then
I
have
stuff
to
choose
from
it's
not
like
I'm
trying
to
start
from
scratch,
which
is
always
a
lot
harder
than
doing
a
little
bit
every
week.
B
The
one
other
thing
I'll
note
is
that
usually
the
way
that
I
fill
up
the
values
alignment
section
is
that
I
will
fill
put
something
into
one
of
the
categories
above
it.
If
I
can,
if
it
doesn't
fit
in
one
of
the
those
categories,
then
I'll
usually
try
to
fit
it
somewhere
in
the
value
section,
which
means
that
the
value
section
is
almost
a
little
bit
of
a
miscellaneous
section.
But
again
I
don't
think
that's
necessarily
a
bad
thing,
and
again
it's
up
to
you.
B
If
you
want
to
repeat
stuff
that
you
think
really
exemplifies
any
of
these
values
that
you
may
have
put
above
or
anything
like
that,
and
then
there's
slack
screenshots,
which
yes,
it's
just
a
section
that
really
is
about
like
okay,
our
slack
messages
disappear
after
90
days,
so
we
recommend
taking
slack
screenshots.
I
think
I'm
at
267
or
something
like
that.
B
But
if
you
look
at
mine,
you'll
see
that
like
often
I'll
put
a
reference
to
which
slack
screenshot
is
in
there,
some
people
will
just
put
it
right
in
the
dock.
But
personally
I
prefer
not
having
all
those
screenshots
in
the
dock
itself
and
putting
it
all
the
way
at
the
bottom,
but
again
totally
up
to
you.
So
I
think
that's
it.
I've
talked
a
lot
in
the
last
few
minutes,
so
any
questions
ideas,
anything
that
I
missed.
B
A
really
good
example
that
I
have
been
using
recently
is
that
oret,
who
is
one
of
the
product
managers,
actually
just
wrote
kind
of
a
random
comment
in
the
off
channel
a
few
weeks
back,
and
she
said
something
like
when
she
googles
for
an
octa.
Skim
example
she'll
find
my
video
and
I'm
just
like
hey,
that's
really
cool.
I
mean
again
it's
it's
something
that
I
did
quite
a
long
time
ago,
and
so
it's
not
actually
even
something-
and
I
don't
like
she
didn't
mention
whether
it
was
super
helpful
or
anything
like
that.
B
Just
the
fact
that
she
found
my
video
in
the
search
in
search
in
the
google
search
results
right.
So,
even
though
it
wasn't
something
that
I
specifically
did.
I
made
a
note
of
it
just
because
it
was
kind
of
neat
that
she
you
know
she
actually
mentioned
it.
So
yeah
just
pick
something
from
the
last
week,
maybe
more
than
one,
if
you
think
of
more
than
one
thing,
but
again,
if
you're
struggling,
if
you
use
the
one-on-one
issue,
generator,
that's
a
great
way
to
just
be
like.
Okay.
A
I
imagine
what
will
happen
is
when
you
get
to
mid-year
review
or
end-of-year
review
if
you've
been
doing
this
for
the
whole
year.
You'll
have
a
big
long
list,
like
you
saw
in
her
sample
right
and
you
may
use
a
tiny
bit
out
of
there,
but
the,
but
you
don't
have
to
search
everywhere
and
into
the
depths
of
your
memory
to
find
what
those
things
are.
You've
got
one
document
you
can
sort
of
skim
through
and
go
yeah.
These
things
really
show
what
I
did
this
year.
A
B
Yeah
and
again
it's
just
a
matter
of
like
if
you
had
to
search
for
everything
from
the
last
year
right
now,
you
would
probably
be
spending
way
more
time
doing
it
than
looking
through
a
list
of
things
that
you've
picked
up
from
the
last
year
and
you
can
occasionally
go
through
it
and
be
like
okay.
I
really
don't
think
this
is
worth
keeping.
I
do
I
would
like.
Interestingly,
so
I
don't
actually
use
a
one-on-one
issue,
generator
weekly.
B
I
use
it
quarterly
and
that's
still
a
lot
like
I
don't
I,
and
I
will
tell
you
right
now.
I
do
not
go
through
the
list
of
tickets
or
anything
like
that
for
the
quarter.
I,
but
it's
a
really
good
way
for
me
to
get
the
stats
that
I
need.
So
I
keep
track
of
like
the
number
of
mrs
and
the
weight
of
the
mrs,
that
I
do
every
month
which
the
one-on-one
issue
generator
will
create,
and
then
what
I
will
also
do
is
sometimes
I'll
look.
B
I
will
use
like
the
list
of
because
that's
not
going
to
be.
You
know
the
number
like
the
number
of
tickets
might
be
in
the
hundreds,
but
like
docs,
mrs
you're,
not
going
to
be
more
than
you
know
more
than
100,
or
something
like
that,
so
it
can
be
useful
to
generate.
I
find
to
generate
something
like
that
monthly
or
quarterly,
as
well
just
to
kind
of
help
you
as
a
reminder
to
kind
of
go
through
some
of
that
in
a
little
more
detail.
But
again
it
you
can
always.
B
C
Yeah
that,
though,
the
whole
thing
makes
sense
about
having
you
know
to
do
this
less
yeah,
I
mean
more
frequently,
but
also
not
putting
in
a
whole
bunch
of
time
into
backtracking,
every
single
thing
that
you
think
is
maybe
helping
in
whatever
you're
going
to
be
using
this
for
so
yeah.
Both,
I
think
both
comments
are
really
useful.
Having
too
much
is
really
not
a
bad
thing
in
this
case,
I
think
so
yeah.
Thank
you.
Both.
B
B
I
will
occasionally
add
things
that
are
not
necessarily
what
you
would
think
of
as
significant
and
really
impactful
to
the
evaluation
of
the
performance.
But
a
couple
of
you
know
just
neat
little
examples
of
some
of
the
the
kind
of
more
almost
fun
things
like.
Like
the
example
I
shared
earlier
before,
finding
my
video,
so
there
there
every
so
often
you
know
I'll
include
a
couple
of
those
sorts
of
things
just
to
share
with
my
manager
and
be
like
hey.
This
was
just
a
cute
little
thing.
B
It
may
not
have
much
impact
on
the
performance
review,
but
I
wanted
to
put
it
in
there
as
kind
of
I,
I
would
put
that
sort
of
thing
personally
more
in
a
one-on-one
in
the
one-on-one
doc,
rather
than
a
performance
review
or
performance
review
doc.
But
again
it's
just
like
I
say
it's
just.
I
consider
it
kind
of
a
highlight
of
the
week
so
and
I
don't
know
all
the
managers
that
I've
had
at
least
are
happy
to
see
that
sort
of
thing.