Post-graduation, I found myself on the Remedy team at Walmart corporate headquarters. This was their ITSM platform for help desk and change management software.
For the past 19 years, any conversation I had involving computers would more than likely involve the other person not knowing what the hell I was talking about. They inevitably would just wave their hand dismissively, say that I was too smart for them, and give up on the conversation. People seemed to have this idea that I was genetically predisposed to understand technology. That they, not having the genes that I had, had no chance of ever learning it. So, why bother? It’s a way of giving up without trying. I would try to explain that wasn’t true, that I had just been doing this longer than them. It’s just a factor of the time you put into it. But no one would listen. It was like being trapped in the year 100,000 B.C. and having a flashlight.
After getting a job at Walmart, that conversation almost never happened again. Everyone else at Walmart already knew everything I knew. I almost never had any idea what they were talking about. The acronyms and buzzwords were like another language: Walmartese. I had to ask, “What is that?” every 5 seconds. When I looked out onto the volume of things I needed to learn, it stretched out all the way to the horizon. It was a joy to be around so many people like myself.
At the time, new college hires were forced to work in either Field Support or Unix Operations for three months before they were allowed to join their real team. This was Walmart’s way of teaching egotistical programmers that these support teams played a critical role and should be respected. It also doubled as a way for us to learn the company lingo and organizational structure.
Field Support was a help desk for the stores for technology issues. Any programmer that would be writing software for the stores would be placed here, because they ought to know how what they’re doing is going to be affecting other people.
Unix Operations was a level 1 helpdesk for server issues, but it was really more like an ER, or maybe air traffic control. All the most high-stress, high-adrenaline emergencies happening in the IT division were coordinated here. They didn’t just assign tickets to specialist teams. They owned the whole lifecycle of an issue, following up with programmers to make sure they actually solved the problem for real instead of doing a lazy workaround. This is the helpdesk I ended up on, and it was absolutely terrifying.
I would have to answer calls where 12,000 people couldn’t get their email, or 1,000 people in the home office can’t work because some application I’d never heard of is down. I’d have to page out the right team that should own the issue, and then stay on the call and make sure the right experts were on the call and that they weren’t screwing it up. How am I supposed to tell if a software team is screwing something up if I have no idea how their stuff works? After a while, you can tell. You can sense when someone has no clue what they are doing or even when they are about to do something monumentally stupid. It turns out, this is a skill you can get good at.
People in Unix Operations were experts at making sure the right people were working on a problem. And, more importantly, that the wrong people got kicked off. Sometimes, managers would jump on a call completely freaking out, with unmitigated panic, or even with explosive anger. I was surprised to discover that these people were not respected. They would get corralled off into side conversations with other managers. It turns out, highly charged emotional reactions do not help in emergency situations. It’s almost guaranteed to ensure that the situation doesn’t get resolved. The tone we sought to achieve on a call was, cold, calm, reasoned logic. Question everything. What about this? Are our base assumptions wrong? Have we considered other possibilities? I learned a lot about how to manage emergency situations in my three months in Unix Operations.
Eventually, the policy of new college hires having to work on helpdesks for three months was dropped. Over time, I watched as the engineers’ opinions of Unix Operations dropped through the floor. “They’re glorified phone jockeys”, I heard many times from people angry that they were being held to account. This is not my view, and I will always have the utmost respect for these people.
My first week on my new programming team, I was assigned the task of creating a new helpdesk form. My mentor took me to the Informix DBA area so they could do their maintenance. The DBA’s had strong opinions on how tables should be created, and they didn’t like that Remedy creates its own tables. They wanted to drop and recreate every table manually themselves, to removed the automated garbage. As we approached the DBA in his cubicle, he got enraged that we interrupted him. We told him we were from the Remedy team and we needed help. “I HATE Remedy!!”, he yelled. I was really shocked at how incredibly rude he was. He didn’t have a single ounce of care for other people or human decency.
Unfortunately, this seems to be common in Tech. Every organization has some percentage of extremely intelligent jerks. Their contributions are viewed as so valuable that correcting their behavior is seen as a risk. So, the organization just lets them act however they want. It’s possible that for some, the stress of the environment gets to them. In my 15 years at Walmart, I always tried to help as many people as I possibly could. In fact, I often got in trouble for helping too many people. But I sometimes worry that, with the heavy weight of stress, I might ever have acted like this to someone wanting help. Everyone has their breaking point, and big corporate has a way of finding everyone’s line. They want to make sure they squeeze every last drop of productivity out of you.
Once I got past the initiation and was on my programming team, I set about redesigning the UI layouts of the ticketing forms. It looked abysmal, like someone had taken all the fields, put them in a cup, shaken the cup as hard as they could, then dumped it haphazardly onto the form. Why anyone would do this is beyond me. The fields didn’t even line up properly, nor were they grouped together in any way that made sense. If you sat with them and watched them take a call, you’d see them click over here, type something in, then click into another field in a seemingly random location on the other side of the screen, then click somewhere down on the bottom. It was crazy. The only way for them to work was to rely on brute memorization of where things were. I asked one of them once, “Why in the world didn’t you tell anyone you have to do this?” They just replied, “Oh, I thought it had to be that way.” Once you’re in a place like this long enough, learned helplessness settles into your psyche, and you give up trying to change things.
When I had been working in Unix Operations, I’d taken tons of notes on how they used Remedy and what their process flow was like. When they took a call, what information did they ask for? What fields did they most commonly use, and for which situations?
I took all these notes and redesigned the form layout to fit their workflow. There were probably hundreds of fields, and they maybe used two dozen most of the time. I grouped all the fields together into various boxes by purpose. I added tabs and put everything they didn’t always use onto the other tabs. I’d sit down with them, show them the new form, and get their opinions on what fields should be renamed and where things should be placed. In no way did I unilaterally decide how things should be. I made sure it was what they wanted. The result was so much more efficient to use. Information was easier to locate and ticket submission was much smoother.
I would later do this for the Field Support help desk as well. Their layout had been worse. This didn’t require much programming on my part. Just moving fields around in the editor is easy. But sitting with other people, figuring out what their workflow is like, getting their views on what they want, these things make a difference. It was nice to see the look of relief on their faces when they saw how much easier using the application would be.
As I learned the ropes on my new team, I started to realize nothing anyone is doing is being written down. It’s all just in their heads. I spent two weeks continually peppering every member of the team with inane and mundane questions. I meticulously wrote down everything they said. They were very annoyed with me. But in the years to come, everyone I bothered that day would eventually leave the team. Some would leave the company. And, while it took effort to write, this would become the primary documentation for administering this system for the next 10 years. After I left the team, I would continue to get messages every year from people thanking me for writing it. I learned then that, while writing documentation always feels like a waste of time, it never actually is. This was one of the best things I ever did at Walmart.