►
From YouTube: CI/CD UX Meeting - 2021-05-04
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
There
you
go,
this
is
the
cit
ux
meeting
today
is:
may
4th
no
joke
yeah,
and
today
I
had
to
hear
the
first
discussion
item
to
the
agenda
is
to
look
into
the
ux
okrs
for
q1.
I
actually
asked
you
to
leave
any
feedback
that
you
might
have
for
the
last
quarter
that
you'd
like
to
share
on
things
that
went
well
things
that
need
improvement
and
just
any
other
comments
that
you
might
have
gratitude
to
the
team
or
any
thoughts
on
the
kr
process.
A
I
thought
that
I
see
the
vitica
replied
here
a
sink
in
the
thread.
I'm
not
sure
if
you
had
the
time
to
go
for
that
or
if
you
would
like
me
to
to
read
it
or
have
any
other
thoughts.
B
Yeah,
I
brought
it
up,
I
think,
during
our
previous
one-on-one,
that
for
me,
the
kr
to
improve
the
daily
lives
of
ux
team
members
and
having
this
more
structured
way
to
track
my
goals
for
one
quarter
and
just
you
know
all
of
the
discussions
around
the
importance
of
learning
and
then
for
importance
of
taking
time
to
like
be
strategic
about
what
you're
doing
and
to
plan
and
to
reflect.
B
It
has
been
incredibly
helpful
for
me.
So
if
I
were
to
highlight
one
of
the
kiaras
for
me,
that
was
the
one
that
that
had
the
greatest
impact
just
because
it
was
great
to
kind
of
take
this
time
to
slow
down
and
just
think
about
your
work,
and
it
made
my
work
more
meaningful
and
rewarding.
I
would
say,
even
though
I
felt
less
stressed
than
usual
throughout
the
quarter,
thanks
to
that
as
well.
So
all
the
others
were
great
too,
like
learning
about
accessibility,
I've
already
taken
a
kind
of
a
similar
course.
B
C
Yeah
well
for
for
my
sign,
it's
kind
of
hard
because
it
was
my
first
quarter,
so
I
don't
really
have
anything
to
compare
before,
but
as
someone
recently
joining,
the
company
was
really
good
to
see
how
much
effort
and
structure
is
put
into
identifying.
Sometimes
these
soft
problems
like
these,
I
feel
like
I'm
not
developing
enough.
I
feel,
like
my
work
week,
is
not
structured
enough
and
to
have
you
as
the
manager
and
the
company
as
a
whole,
really
looking
into
these
issues
and
breaking
them
down
into
structures
to
solve
them.
C
So
that
was
really
good
to
see,
especially
with
regards
to
accessibility
that
usually
something
that's
left
to
too
much
later,
and
to
voluntary
people
working
on
it.
So
to
see
the
company
telling
all
designers
to
take
the
course
and
learn
more
about
it
and
be
structured
about
it.
It
was
really
good
for
sure.
A
It's
awesome
for
me.
I
think
I'll.
Just
act
like
your
comments,
I
feel
like
this
quarter
was
very
easy.
Maybe
a
nadia,
I'm
not
sure
if
you
share
the
same
feelings,
but
usually
we
have
okrs
being
created
not
last
minute,
but
they
are
share
the
broadcaster
with
us
by
the
beginning
of
the
quarter,
and
I
felt
like
also
I'm
still
doing.
I
see
work
that
I
was
able
to
track
and
follow
with
this
the
krs
much
easier
than
in
the
previous
quarter.
A
So
I
felt
that
was
very,
I
think,
was
a
positive
thing
and
also
having
the
chance
to
for
me
look
into
not
just
how
we
do
career
development,
but
also
understanding
what
are
your
plans
and
how
do
they
align,
for
example,
with
where
the
organization
is
going.
You
know
during
q1
and
having
a
way
to
better
structure
my
conversations
to
understand
then
transition
into
the
manager.
A
All
I
feel,
like
the
timing
was
very,
was
very
good
for
the
the
themes
of
this
quarter
and
also
looking
to
ayada
here
the
the
engagement
survey
next
steps.
So
you
know
where
I
inherited
the
the
results
right
from
the
engagement
surveys
and
we
had
to
work
together
on
these
action
items.
I
think
this
was
also
part
of
my
my
own
boarding
and
I
feel
like
if
I
didn't
have
that
you
know,
especially
in
the
in
the
very
first
few
months.
A
We
would
feel
in
a
way
preparing
to
have
these
conversations
and
we
could
just
get
started
with
it,
as
I
onboarded
the
the
manager
role.
So
for
me
in
particular,
that
was
that
was
very
useful.
A
Hello,
I
want
to
quickly
jump
into
the
talking
about
the
engagement
survey,
next
steps
just
to
circle
back
and
see
if
you
have
any
comments
there
or
if
there's
anything
that
it's
open,
that
you
might
want
to
circle
back
just
follow
up
beginning
of
this
quarter.
So
just
to
recap,
this
was
part
of
the
engagement
survey.
Of
course
that
I
think
was
danielle
you,
you
didn't
participate,
but
it
was
from
last
october
and
we
supposed
to
vote,
which
is
to
focus
on
growth
and
development.
A
Your
manager
in
action,
and
mostly
the
things
that
I
asked
from
you
were
to
discuss
career
development.
I
think
we
all
did
a
great
job,
creating
growth
plans
and
structuring
that
as
part
of
the
quarterly
plan,
and
also
reviewing
the
career
development
growth
and
benefit
and
also
understanding
the
the
roles
senior
staff
manager.
So
I'm
just
going
to
pause
here
and
leave
it
an
open
question
to
see
if
there's
anything
that
you
still
like
to
touch
base
in
terms
of
growth
and
development
that
was
planned
for
for
us.
C
Here
from
my
side,
I
there's
nothing.
I
would
like
to
touch
I'm
not
sure
my
personal
development
document,
I,
if
I
would
consider
it
ready,
I
think
I
know
it's
always
a
work
in
progress.
C
My
part
we
have
talked
about
this,
but
having
recently
joined,
I
don't
feel
like
I'm
already
in
a
position
where
I
can
very
clearly
point
to
a
direction.
I
want
to
grow
so
I
haven't
checked
the
box
there,
but
for
me
it's
just
because
everything
is
still
in
progress,
but
I
also
don't
feel
like
I'm
late
with
it.
So
that's
that's
my
open
question.
I
guess.
A
I
think,
in
terms
of
for
this,
this
kr
or
this
guy,
I
know
this
tracking
issue
say
action
items.
It's
really
up
to
you.
If
you
want
to
consider
it
done.
I
think
like
what
you
said:
it's
a
living
document,
so
I
know
that
nadia
creates
a
quarterly.
I
do
mine
for
like
a
six
months,
and
I
think
it's
really
up
to
you
how
you
consider
that
I
don't
think
it's
indeed
we
have
it.
Okay
done,
you
did
career
development.
I
think
it's
more
like
a
a
beacon.
A
Let's
say,
let's
play
like
that,
where
I
can
look
and
say:
okay,
let's
circle
back
and
talk
about
this
more
frequently
and
in
terms
of
career
development.
I
think
especially
danielle
that
you
you
joined
recently.
Is
there
anything
that's
moving
forward?
You
would
still
like
to
clarify
in
terms
of
how
we
identify
opportunities
for
growth.
A
As
part
of
you
know,
the
the
regular
team,
because
there's
the
one-on-one
part,
but
it's
also,
I
would
like
to
bring
this
to
a
team
level
conversation-
is
that
anything
in
terms
of
career
development,
growth,
development
benefit,
etc.
That
you
would
like
to
see
us
doing
more
or
continue
doing
over
the
next
quarter.
C
Well,
I
think,
I
think
the
work
they
just
started
to
do
with
the
interviewing
of
their
stack
designers
and
design
management
managers
was
really
good
to
to
shed
more
light
into
what
they
do
and
and
how
they
got
to
where
they
are.
I
don't
feel
like.
I
have
full
knowledge
about
how
the
promotion
cycle
works.
That
kind
of
thing,
but
also
the
handbook,
is
really
large,
so
I
haven't
had
read
literally
all
of
it.
C
So
for
me,
I
would
like
to
see
more
more
opportunities
like
this
one
you
created
to
show
to
showcase
the
work
of
our
staff,
designers
and
design
managers
and
and
gradually
show
more
and
more
how
how
to
make
this
bridge
right
as
designers
who
are
here
for
a
long
time.
How
do
we
make
the
jump
from
an
ic
roll
to
a
staff
role
if
you
want
to
or
a
design
manager,
role
or
or
something
else,
that's
okay,
awesome.
B
No,
not
really
I
mean
so
I
attempted
to
take
to
participate
in
a
conference
in
this
quarter
as
part
of
the
growth
and
development
benefits.
B
So
that
was
something
that
yeah
I
checked
off
as
done,
but
it
was
kind
of
a
bit
of
a
flop
because
I've
only
today
gotten
finally
an
email
from
the
conference,
organizers
that
the
recordings
are
now
live.
So
I
guess
now
I
will
have
to
just
slowly
listen
to
those
recordings
and
I
want
to
still
complete.
You
know
like
I
want
to
attend
all
the
talks
and
actually
learn
something
and
share
the
insights
but
yeah.
B
So
I
checked
it
off
because
I
submitted
a
conference
for
approval,
but
I
was
not
able
to
attend
it
yet.
So
that
was
a
bit
interesting,
but
otherwise
it
was
great,
like
I
feel
like.
I
have
a
good
understanding
of
the
things
I
could
be
doing
and
the
resources
that
I
have
access
to
and
at
this
point
I
don't
feel
like.
I
need
anything
specific
right
now.
B
As
you
know,
I'm
really
focusing
a
lot
on
establishing
a
good
relationship
with
the
engineering
team
on
pipeline
authoring
and
figuring
out
the
best
process
for
collaboration
so
like
that
is
taking
a
lot
of
my
focus,
and
that
is
a
big
part
of
kind
of
my
career
development
and
my
career
goals.
So
in
terms
of
learning,
we
also
have
a
lot
of
new
learning
opportunities
coming
up
as
part
of
the
second
quarter
okrs.
A
That's
a
good
hook
for
us
to
just
circling
around
the
the
q2
in
krs.
Did
I
add
here
I
have
a
tracking
issue.
I
think
we
are.
We
are
this.
We
discussed
this
a
little
briefly
weak,
so
I'm
just
going
to
add
here
to
the
agenda
at
the
end.
A
This
is
the
let's
see
if
it's
correct.
One
second
issue:
yes
for
the
q2
okr's
lyrics
department
okrs,
so
we
all
have
to
read
that
book
on
ux
copy
and
then
we
have
a
training
on
collaboration.
I
think
that's
that's,
where
you're
going
to
touch
specific
on
your
your
point,
nadia
in
collaboration
with
our
strategic
counterparts
and
also
the
diversity
inclusion
belonging
training.
So
this
is
a
more
I
was
a
generic
but
more
broad
initiative
with
with
the
organization
as
a
whole
and
in
in
q2.
A
A
Maybe
trying
to
adjust
the
conversation,
but
I
just
wanted
to
say
here
that
you
know
in
terms
of
how
you're
tracking
this
you're
really
free
to
do
as
you
want
so
daniel.
We
talked
about
this
a
few
weeks
ago.
You
don't
have
to
use
that
tracking
issue
or
create
a
document.
It
can
be
really,
as
you
would
like
to
structure,
you
bring
the
conversation
to
our
101,
but
it's
really
about
you,
owning
your
career
development
and
then
finding
the
resources
that
are
there
putting
things
into
movement.
A
I
must
say,
and
I'll
help
facilitate
that
and
also
nadia
in
on
on
your
phone
parentheses.
That's
a
good
reminder
having
a
circle
back
then
I
haven't
talked
to
to
anyone
about
that
to
see.
If
there's
anything
we
can
do,
I
don't
know
just
to
in
terms
of
feedback
that
the
organization
can
give
to
this
event
or
if
there
is
any
guideline
for
for
the
event
flop,
yeah.
B
B
I
just
got
an
automatic
email
that
hey
they're
available
now
so
I
mean
you
know
if
I
can
access
the
recordings
and
if
it's
good
enough
quality,
then
maybe
it's
not
a
complete
flop.
It's
just
so
far.
The
experience
hasn't
been
great
and
I
don't
know
if
vitica
had
a
chance
to
make
her
nose,
because
I
know
that
she's
also
been
dealing
with
a
lot.
B
So
I
I
say:
let's
just
give
it
a
bit
more
time
and
then,
if
we're
not
able
to
take
away
anything
from
that
experience,
then
we
should
probably
get
in
touch
with
them.
A
You
know
that
growth
and
development
benefit
being
highlighted
last
quarter,
but
I
don't
think
we
have
to
just
use
it
right
away,
so
we're
gonna
have
more
events
coming
up.
Maybe
I
don't
know
looking
through
something
bigger,
and
that
is
not
just
a
conference
or
training
or
something
it's
really
up
to
you,
and
then
we
make
a
plan
for
it
yeah
later
on,
it's
really
up
to
you
how
you
want
to
use
it
in
danielle.
You
also
attended
write
a
conference
recently.
The
css.
C
Yeah,
it
was
the
previous
friday
and
last
friday
I
wasn't
able
to
catch
all
sessions,
though
so
I'm
gonna
rewatch
some
of
them
to
to
take
more
notes
and
then
share
with
you
all,
but
it.
D
C
D
C
This
one
was
was
pretty
well
organized.
They
had
this
really
nice,
like
chat,
setup
right
next
to
the
presenters
and
they
had
captions.
So
it
was
really
well
thought
out.
A
Yeah,
so
just
make
sure
that
you
bring
that
knowledge
back,
I
think
would
be
especially
in
now
that
we're
talking
about.
We
have
a
kr
this
quarter
for
the
foundations
team,
I'm
not
sure
if
you
saw
that
one,
it's
not
in
our
tracking
issue,
but
it's
related
to
the
ux
department
okr
that
they
are
looking
to
improving
the
component
lifecycle
process,
so
that
pretty
much
means
how
we
contribute
to
pajamas,
how
you
write
css,
how
review
et
cetera
to
make
it
easier
for
designers.
A
So
I
know
that
you're
into
that
would
be
interesting
to
see.
Is
it
something
you
know
that
you
can
help
collaborate
and
bring
that
knowledge
back,
but
yeah
just
make
sure
that
you
structure
that
and
blog
posts
document,
whatever
just
bring
that
knowledge
back
to
us.
I
think
that's!
That's
important.
C
From
what
I
could
see,
everything
is
clear.
My
question
is
mainly,
I
think
four
and
five
are
specific
for
for
testing
and
continuous
integration.
I
was
just
curious
like
how
how
do
you
come
to
certain
kr's
for
specific
groups
and
and
why.
A
Yeah,
so
this
is
decided
by
people
high
above
so,
for
example,
with
with
jobs
to
be
done
last
quarter
we
did
for
also
testing.
I
did,
I
think,
was
a
code
quality
and
if
you
look
at,
let's
see
the
q1
ux,
okay,
ours,
you
see,
which
other
stage
groups
did
the
jobs
to
be
done,
ensure
that
we
are
talking
adjustment
there
you
go.
A
So
what
happened
is
that
we
are
just
going
over
the
stage
groups
that,
for
example,
that
don't
have
jobs
to
done
yet
or
that
they
don't
have
jobs
to
be
on
their
wealth
structure
and
then
every
quarter
assigning
that
to
specific
teams.
So
you
see
that
last
quarter
was
really
about.
What
is
that
cloud
native
issue
tracking
was
really
the
merger
class
that
creates
team.
They
did
a
lot
lots
of
jobs
to
be
done,
and
this
quarter
is
a
lot
about
the
configure
part,
so
the
kubernetes
and
other
teams.
A
A
A
Yeah
so
mike
long
worked
together
with
the
with
the
research
folks
to
create
a
framework
or
document
a
framework
for
a
competition,
competitor
evaluation
and
how
we
are
choosing
this
is
that
we're
going
to
continue
looking
into
the
stage
groups
similar
the
stage
groups
are
the
product
areas
that
yeah
need
most
attention,
so
we
have
create,
which
is
global
search,
editor
ci,
because
ci
is
super
important
right.
It's
one
of
the
most
used
parts
of
our
product.
So
it's
like.
A
I
really
see
as
the
critical
parts
of
the
product
that,
if
you
look
at
how
the
engineering
okrs
and
the
coprs
are
set,
it's
really
that
vision
for
the
quarter
and
the
things
that
are
aligned
with
the
with
the
high
level
priorities
for
the
organization.
A
A
The
high
level
engineering
krs,
I
think
you
have
to
click
like
the
key
one
or
q2,
and
you
can
see
the
the
high
level
themes
so,
for
example,
for
q2
we
are
still
looking
on
usability
improvements
and
then
the
ceo
kr's
catcate
to
the
engineering
chaos,
the
cascade
to
the
ux
department,
krs
and
then
each
stage
group
or
each
designer
is
assigned
to
it.
So
you
can,
you
can
look
into
it's
a
bit
longer
read,
but
pretty
much.
Everything
is
about
the
long-term
vision
for
for
the
product
for
the
company.
A
Thanks-
and
I
think
luckily
not
everyone
has
to
do
this-
this
quarter,
usually
we
have
all
to
do
like
jobs,
redone
or
use
a
lots
of
not
a
lot
of
time,
but
we
have
all
puts
maybe
same
type
of
effort.
This
quarter
only
13
and
ci
are
going
to
be
doing
the
jobs
to
be
done
and
the
competitor
evaluation-
and
I
also
I
going
back
to
the
to
this
list-
the
number
three
that
talks
about
focusing
on
improving
still
the
the
sus
swore
for
merge
requests.
A
I
think
we
all
only
package
those
that
have
issues,
but
we
are
being
asked
to
do
the
same
thing
as
we
did
last
quarter.
Make
sure
that
the
issues
that
are
assigned
to
our
space
stage
groups
are
valid,
have
peer
proposals
and
are
ready
to
be
implemented.
There's
a
list
of
29
open
issues.
There
are
usually
ui
polish
has
very
small
improvements
to
the
merge
requests,
widgets
that
we
have
to
close
before
the
end
of
the
quarter,
which
is
in
end
of
july.
A
So
we
have
three
months
to
to
cause
issues,
prioritize
and
burn
out.
That
list
also
not
a
lot
due
to
improve,
and
some
of
these
things
are
really
small.
So
maybe
it's
a
good
exercise
for
you.
If
you,
I
don't
know,
would
like
to
clean
up
the
css
or
make
some
small
ui
adjustments,
you
can
just
make
sure
that
your
stage
group
closes
those
issues
before
before
the
end
of
july.
A
Awesome
look
at
it
from
my
side.
If
you
have
any
questions,
yeah
just
leave
a
comment
in
our
tracking
issue
and
we
can
we
can
discuss
it.
There
also
paste
this.
The
notes
here
in
the
in
the
issue
so
that
ian
and
bt
have
access
to
it.