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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. I would propose to do reverse-stack ranking as a measure to prevent and defeat it once and for all. Effectively, the Peter Principle takes your best employees and removes them from where they are most valuable. Reverse-stackranking is a practice by which you take your least competent employees, and promote them as fast as possible. This removes them from a position where they are actively doing harm, leaving room for your most competent people to do their work. Furthermore, most solid organizational advice has to do with delegation, and pushing decision-making to people with the context to implement it, usually at the leaves of the organizational tree. Reverse-stackranking implies that the only people competent enough to make decisions are already at the leaves and therefore naturally fosters contextful and aware decision-making.
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Apr 27, 2021 01:20
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| # ¿ May 15, 2024 00:45 |
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conduct employee reviews' peer evaluations by just posting @reviewedemployee in the main channel and looking for positve and negative reactji under your post
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Apr 27, 2021 01:29
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interviews are finalized with whiteboard coding exercises, but as interviewees solve problems you just do more and more of them in a never ending gauntlet. If you made it to the whiteboard phase you're hired, but the amount of seniority you are granted depends about how early you complain that this bullshit is making you lose time. The longer you go without complaining, the lower your grade on the engineering ladder.
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Apr 27, 2021 01:36
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conduct all your work in-office without computers as to limit the amount of subpoenable material you generate
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Apr 27, 2021 01:41
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To encourage proper planning around your engineers' folks presence for on-call rotation and not assuming they are part of project work, they shall be moved away from their usual team during on-call periods. We suggest doing this by creating visual reminders (such as a brightly-colored hat or outfit) and moving them to a hotdesking area on a floor above from their usual teams. Whenever an outage happens and requires their intervention, make it visible by sounding a siren and having them slide down a fireman's pole to reach their workstations.
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Apr 27, 2021 02:05
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Employees should have the right to choose between a sitting or a standing desk, or a desk that does both. Employees who are on a Personal Improvement Plan (PIP) shall however be assigned a kneeling desk so that they can think about what it is they're doing wrong here.
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Apr 27, 2021 02:06
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always be on the lookout for efforts at organizing by your workers. If you see anyone advocating for union types, shut their project down.
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Apr 27, 2021 02:08
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Most consultants you will hire to fix your organization will listen to your line workers, then report what they have been trying to tell you for years, and you will listen because the advice will be external and more worth listening to in your ears. You can preempt this by instead hiring a full-time employee whose role is to repeat what your line workers have been trying to tell you for years for cheaper than you'd pay a consultant when you amortize costs over time.
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Apr 27, 2021 02:21
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The human brain is a fantastic signal processing device which our computers can barely approach in terms of insight generation. It is always on -- even when sleeping -- and can provide strong signals even as you're not focusing on them! As such, you should learn to harness the power of intuition, which reflects deeply rooted expertise, in any one of the people on your team. If you find yourself in a heated discussion about what to do, with strong arguments and opinions on either side, learn to defer to the power of intuition. If someone calls for a "gut check", this means they have a strong gut feeling -- intuition! -- that they are right. Once a gut check is called, the debate is considered settled.
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Apr 27, 2021 13:11
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gently caress I just realized I got this one from google https://twitter.com/btaylor/status/1099370129089941505 https://twitter.com/btaylor/status/1099370166922563584 https://twitter.com/btaylor/status/1099370170382831616 https://twitter.com/btaylor/status/1099370172916195328
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Apr 27, 2021 13:20
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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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labour disputes shall be arbitrated through a Mario kart race on the office console
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May 5, 2021 03:46
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As a manager, if you want your employees to take your meetings seriously and to give them a lot of thought, let them know on Friday afternoon that you have to talk to them first thing Monday morning, and provide no further details. This will give them the entire week-end to introspect about their work here.
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May 11, 2021 21:26
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