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MononcQc posted:You might know of the Peter Principle, a concept in management developed by Laurence J. Peter, which observes that people in a hierarchy tend to rise to their "level of incompetence": employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not necessarily translate to another. this is exactly how i play xcom and it works out great so it must translate to the real world pretty well
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Apr 28, 2021 00:36
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just like xcom the trick to management is to use your lowest developed people as cannon fodder or to run interference into danger. its also why i rename all my jrs in slack (and xcom) to “decoy”
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Apr 28, 2021 00:38
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Fabricated posted:Didn't Bing name their isometric aerial/satellite imagery mode "Birds-Eye View"? yeah but in that case it made more sense cause it was bird level rather than satellite level
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Apr 28, 2021 01:35
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the problem with the peter principle is that people dont actually get promoted based on competence
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Apr 28, 2021 01:51
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mediaphage posted:as a child i dreamed of a house of pneumatic tubes to, i don’t know, send poo poo between rooms the dream will never die
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Apr 28, 2021 03:41
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i wanted a model train that constantly drove around the house like a big sushi boat and there were like snacks and stuff on it and all my cool pets like flying squirrels and so forth
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Apr 28, 2021 04:29
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jira dreams of sushi
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Apr 28, 2021 04:36
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here's a picture of me doing an innovation
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Apr 28, 2021 04:45
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rotor posted:here's a picture of me doing an innovation No!
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Apr 28, 2021 05:09
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move fast. break poo poo. blame someone else.
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Apr 28, 2021 05:18
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peer reviews should be conducted yearly. however, to prevent employees banding together and effecting results by protecting each other’s incompetence, you should create subtle milgram shock experiment analogues to see how much pain employees are willing to inflict on coworkers while removing your own authority from sight. the more pain, the least appreciated the coworker. examples: measure how nitpicky code reviews are across specific worker pairs; cause outages and see who helps or hinders a responder; change meetings so a note-taker is volunteered and see who comes up the most; measure whose estimates are most often debated. people who others are willing to make suffer are less appreciated and not a culture fit and they should be let go.
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Apr 28, 2021 05:21
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snazzy new employee uniforms are a sure-fire way to send morale through the roof
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Apr 28, 2021 05:23
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We can save money by nixing the gym membership subsidy and replacing the entire office’s walls with one gigantic kanban board as The Source Of Truth in the company so everyone has to get up and walk across the office to check on or change the status of anything. Developers may never escape their sticki-note grave but they’ll be getting exercise while they ponder it!
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Apr 28, 2021 05:38
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rotor posted:snazzy new employee uniforms are a sure-fire way to send morale through the roof would
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Apr 28, 2021 06:05
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Fortaleza posted:We can save money by nixing the gym membership subsidy and replacing the entire office’s walls with one gigantic kanban board as The Source Of Truth in the company so everyone has to get up and walk across the office to check on or change the status of anything. my company replaced the gym membership subsidy with the total lack of gym membership subsidy
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Apr 28, 2021 06:14
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each year during the review cycle your are expected to provide feedback to ten different coworkers. the entire review process will be drawn out over 4 months.
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Apr 28, 2021 06:32
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It's important to get buy in from your employees for new projects and processes. As such, you should have an open q & a session at the end of the company wide zoom meeting when you announce them. After this, you can consider the issue settled, and everyone should be in the same page.
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Apr 28, 2021 07:11
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fart simpson posted:my company replaced the gym membership subsidy with the total lack of gym membership subsidy what a deal
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Apr 28, 2021 10:39
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layoffs require all sorts of nasty red tape and notices. save time and money by scorching your company's corporate culture and then offering people severance for leaving.
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Apr 28, 2021 13:13
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Agile workflows are great, but very hard to plan around. Consider adding quarterly product goals, then dividing them into weekly sprint goals, to get the best of both worlds.
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Apr 28, 2021 13:19
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pointsofdata posted:Agile workflows are great, but very hard to plan around. Consider adding quarterly product goals, then dividing them into weekly sprint goals, to get the best of both worlds. 
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Apr 28, 2021 17:25
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rotor posted:here's a picture of me doing an innovation ah the open floor plan kitten emergency posted:layoffs require all sorts of nasty red tape and notices. save time and money by scorching your company's corporate culture and then offering people severance for leaving. please don't share our old management's techniques
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Apr 28, 2021 17:46
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Agile Vector posted:ah the open floor plan lmao
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Apr 28, 2021 18:27
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720 degree feedback, employees are given evaluations over and over until the rating distribution lines up with what management believes it to be
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May 1, 2021 04:04
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introducing the six ligma methodology
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May 1, 2021 04:12
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force the entire company to use amberpos
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May 1, 2021 06:57
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Captain Foo posted:force the entire company to use amberpos fire anyone who doesn’t do this willingly
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May 1, 2021 13:07
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The Management posted:fire anyone who doesn’t do this willingly excuse me i don’t work for people who commit war crimes
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May 1, 2021 13:19
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pointsofdata posted:Agile workflows are great, but very hard to plan around. Consider adding quarterly product goals, then dividing them into weekly sprint goals, to get the best of both worlds. I expect this to accelerate velocity. To improve adoption, let's tie engineer bonuses to your quarterly goals.
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May 1, 2021 14:16
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pointsofdata posted:Agile workflows are great, but very hard to plan around. Consider adding quarterly product goals, then dividing them into weekly sprint goals, to get the best of both worlds. Spend a month arguing about the metrics that you’ll use to evaluate success at the end of next year. In 11 months, spend two weeks arguing about how to change the metrics that didn’t work out last year, and two more weeks coming up with new metrics that you’ll be changing the following year.
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May 1, 2021 15:23
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tk posted:Spend a month arguing about the metrics that you’ll use to evaluate success at the end of next year. are you my boss
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May 1, 2021 15:42
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The Management posted:fire anyone who doesn’t do this willingly
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May 1, 2021 16:21
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just lol if you manage in any other way than by being completely unengaged 90% of the time and firing people the other 10%
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May 1, 2021 19:36
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https://twitter.com/bertlamb/status/1387767473483796480
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May 1, 2021 21:47
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Visit the people doing UI once every 4 weeks. Demand they make something look a certain way. The next time you visit, demand to know why it looks that way because it's obviously terrible and they should know better. Look them straight in the eye when you do it
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May 2, 2021 21:02
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Captain Foo posted:force the entire company to use amberpos Anyone using greenpos is on notice
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May 2, 2021 21:05
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Captain Foo posted:force the entire company to use amberpos i use amber on phone and green on desktop so I know how it feels to be not only you but also someone else
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May 2, 2021 21:12
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echinopsis posted:i use amber on phone and green on desktop so I know how it feels to be not only you but also someone else same but the opposite, actually. though objectively amber is better
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May 3, 2021 20:28
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 how awful would a rodtronics / rainbow style sheet be ? i’m guessing “quite”
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May 3, 2021 20:47
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idk if this is actually a thread about managment anyway I am the "manager" at my pharmacy. we had a bit of a chat this morning. I made it clear to everyone that when you want to take time off, yes you may feel a pressure that you're putting everyone else under stress because we operate at minimum staff levels and have small staff anyway, so a person off can be a 1/3 of your staff off or more. and so people may feel something like they're being a dick by taking time off, or someone else may be annoyed that someone is taking time off because it makes their job harder and so I made it clear to everyone who works under me, that the actuality is that our boss has chosen to udnerstaff us so if there is anyone to get annoyed at it's him and not thre person taking time off there are 3 pharmacies in the group, and we share staff, and the attitude I shared isn't the way it is at the other places, at least at one of them the manager guilt trips people when they want to take time off. I then said "I reckon I am a poo poo manager" because I reckon I am, I barely manage anything, I am just fortunate that my staff are great people. I'm no good at correcting people. but I am very chill. and so people said "nah we love working for you" and thats nice to know but I don't know if the success of the business agrees. covid and market downturn and massive aussie pharmacies have eviscterated us, and some time ever we're gonna merge with a medical centre and when that happens who know who'll be on the chopping block. hopefully not me. I bring something special to the pharmacy. which is my genitals. we have a lot of other cultures and immigrants in our area and they're generally sexist as heck and I am the only dude in the entire business outside of the owner, and so they always want to talk to me and ignore the women. its poo poo as heck but it's hardly my place to tell other people from other cultures how to act echinopsis fucked around with this message at 01:07 on May 4, 2021 |
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May 4, 2021 01:00
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