Am 24. März 2019 01:44:49 MEZ schrieb Ross Gardler <r...@gardler.me>:
> See a merit deserving action - call it out with a thank
>you.
I like this point, though what I observe is that this is often forgotten.
> If you have the patience I'll illustrate this with a story,
Thank you for sharing that story, to me it was a great illustration on how
metrics alone can be gamed and turned unhelpful/ hurting their very purpose.
> In my opinion the best way to do this
>is to have the lowest possible bar. Having an artificially high bar is
>the real problem for lack of recognition. With a low bar one only needs
>to see a relatively low amount of contribution.
While that does work I can't help but feel reminded of
https://cdn-images-1.medium.com/max/1600/1*a8Zr3KWAXMif63uL1zkWLg.png
https://medium.com/@CRA1G/the-evolution-of-an-accidental-meme-ddc4e139e0e4
and. http://interactioninstitute.org/illustrating-equality-vs-equity/ might
be more stable, but I really think the image linked directly to above (the one
changing dynamics by building a fence you can look through or removing the
fence) captures our possibilities better than the original. And no, I have no
clear cut solution that we can deploy, I do believe we have people here that
can help create such solutions and patterns. Lowering the bar likely is one
good pattern. Praising in public is another one. Focusing on mentoring ppl in
might be another one. Keeping all communication in list is another one. Tagging
communication to make it easier to deal with load might be one. .... I wonder
what else can be done and when we should apply which pattern with what expected
outcome.
>
>[If you are interested in the outcome of the above story... I asked the
>"struggling" manager why he didn't tell the lead what was happening. I
>never got a good answer. The outcome was that the lead fired the
>questionable manager, helped the other manager understand that she
>always needed to know when the process is broken and promoted him.
Talking to your people, doing some user research on what makes ppl stick with
us and what makes them leave sounds like a good starting point. Also in our
case. And likely in addition to processes and metrics.
Isabel
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