![]() This included the manager positions on the teams. ![]() In mass everyone would go to the board and put their sticky note next to the job they wanted. We’d write the list of “feature teams”, investment areas, business priorities or whatever else you want to call it on a whiteboard and give everybody a sticky note to write their name on. Concretely, he proposed a process where we’d get the whole team in the room. Let people decide what they want to work on. Well, back in 2008, I had a guy on my team named Chris Shaffer – one of the better people managers/team morale managers I’ve worked with. In general, we do them every couple of years, usually associated with some big milestone/inflection, and use them to rebalance, apply talent to the new problems, fund new projects, etc. Many years ago (I want to say around 2008), we had a reorg to do. This is a fact of life, particularly in any large organization, and something managers spend a fair amount of time on – recruiting, re-recruiting, managing, developing, etc. It’s unorthodox but has been very successful for us. I want to share with you all a strange thing that we do.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |