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HR's job is to protect the company, not the employee, so I would not expect them to help except in cases of literal harassment (rather than, for example, people
by williamsmj 3y ago
HR's job is to protect the company, not the employee, so I would not expect them to help except in cases of literal harassment (rather than, for example, people who reduce the S/N of a large channel). And even then, self-service tools that do not make you a target of further harassment are a foundation of public social networks. Why not private social networks too?
- yreg 3y agoWhy not? – Because coworkers need to talk to each other. What's next, jumping off the daily standup call for a while when a colleague you have a problem with is speaking? If someone is reducing the S/N of a large channel then it is a culture problem that needs to be solved by the management. I have seen a few Slack dramas like that in companies I worked with (e.g. a person trolling), and it wasn't difficult to solve. Letting team members to arbitrarily block each other seems insane to me from a company standpoint.
- williamsmj 3y ago> Why not? – Because coworkers need to talk to each other. There are 850,000 people on my work Slack. I do not need to talk to all of them, much less read what all of them have to say. > What's next, jumping off the daily standup call for a while when a colleague you have a problem with is speaking? No that's not next, and I think the goalposts you're looking for are way back over here. I don't disagree that Slack can be a vector for "culture" problems. I don't see why it follows that employees should be deprived very simple tools that allow them to fix the symptoms themselves if their employer disagrees or doesn't care.