Perks are great to make you feel that you are appreciated but keep on eye on how your manager and management perceive your work ethic if you do not meet your monthly goals. Company spends a lot on perks including full healthcare and unlimited timeoff.
These perks may affect what your actualy market value salary could be working in a similar role with anther company competitor or not.
Management focused too much on metrics and running analytics against your instead of actually investing in you and making your voice heard. Despite having numerous townhalls and open discussion sessions, workers were not listened to or given push back that things will eventually change if given enough time.
Don't hold the metrics too high, they do not show the entire story of working as a support engineer. Allow for more time and don't try to reach a MTTR (mean tie to resolution) time when its not achievable or even feasible.
Give enough time for onboarding and better plan embed and scheduled time off for leave of absence so that the manager you end up keeps going from one person to another in matter of months
Promote people as they grow and allow them to take the risk in a new position and leave room for future promotions and positions as the company and team grows.
Not all Support engineers want to be a developer. Foster a team that allows mobility and apply their strengths to benefit the whole team globally rather than have their next great idea dwindle.
Restructure the Hack/Dev days to allow more time for learning and gaining insight to the Datadog product and allow time for industry certifications
Hire more engineers that can help with the load when peak times come and adjust the metrics requirements accordingly when these peask and valley of voume support tickets come and go.
