jevanish

12 ms·

61.
by jevanish 11y ago
Sounds about right. So many undervalue tapping into the ideas and feedback from their teams and it's a massive missed opportunity. Unfortunately, I bet even at the small startup, as you grew these kinds of problems re-emerged unless th
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by jevanish 11y ago
Yes. You are right it's dynamic and does change. Certainly as more people are in your family (single->married->children) your cost structure that makes you happy definitely changes. Issues tied to financial stability certainly wi
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by jevanish 11y ago
It's kind of amazing how often this is getting talked about, but little seems to be changing. A few examples: 1) Mary Meeker's Internet Trends 2015 -> http://www.slideshare.net/kleinerperkins/internet-trend
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by jevanish 11y ago
And the data backs up that statement... https://getlighthouse.com/blog/gallup-employee-engagement-su...
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by jevanish 11y ago
You hit on something that researchers discovered in the 60s. Turns out some things you need to be ok, but they don't make you happy. If you don't have them, they make you unhappy. They're called "Hygiene Factors". T
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by jevanish 11y ago
The underlying problem for you and mbrock is that managers are rarely rewarded for doing these things. Mbrock is essentially asking for a one on one that isn't filled with Status Updates and platitudes. One that fosters genuine convers
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by jevanish 11y ago
There's a lot of studies that show that money is a poor motivator long term once you pass the essentials for life (which admittedly in the Valley is higher than many other places). As important, some of those studies show that especial
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by jevanish 11y ago
That's an interesting term, "Grey Ceiling." It makes a lot of sense though. In the "Great Recession" a similar effect happened when many who lost their jobs took new jobs that they were overqualified for. This block
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by jevanish 11y ago
Dave- happy to see how we can help. Sign up on the homepage or if you have some more specific things you'd like to discuss, you can email me at the email at the bottom of the job posting.
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by jevanish 11y ago
Get Lighthouse | http://getlighthouse.com | San Francisco, CA | Full Time | ONSITE === What we do === If you've ever worked at a painfully dysfunctional startup, or a big company wrecked by politics & clueless
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by jevanish 11y ago
I was actually really surprised by this post. While yes, he worked at Google, and yes Google values their performance reviews, based on what I read in the VP of People's book "Work Rules", this isn't exactly the Google s
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by jevanish 11y ago
http://GetLighthouse.com | San Francisco | Full Time | On Site ## Looking for: Tech Lead Lighthouse helps people managers with the essential soft skills needed to lead, motivate, and retain their teams. If you've ever worke
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by jevanish 11y ago
This image is probably what you're looking for: https://getlighthouse.com/blog/wp-content/uploads/2015/07/li... Via: "Developing Leaders: What To Do When Your Team Grows Too Big" htt
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by jevanish 11y ago
If you're suggesting the OKR system of setting goals that align individual and company, that seems like a good idea, but not when tied financially. If OP has a small, growing business, this seems impractical. I've worked at startu
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by jevanish 11y ago
Great added point, Gustomaximus. If you don't create a good feedback loop in your company, then people at the top making the final call for a promotion are going to go on the only info they have: their personal experience. Deloitte go
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by jevanish 11y ago
Bad management is the norm, especially in Silicon Valley/Startups because: 1) No training for managers. 2) No measurement of managers against what actually makes a good manager (ie- only rewarded for results, ignoring if your team hat
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by jevanish 11y ago
It sounds like you're hitting a wall or getting close to a wall many others have hit as they grow. The company changes dramatically as it happens. One of the big milestones is around 25 employees: https://getlighthouse.com&#
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by jevanish 11y ago
I'd be careful with holacracy. There hasn't exactly been glowing successes in the press lately: 16% of Zappos's company quit over it, Buffer has completely abandoned it after a very public foray into it, and I saw a talk by t
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What to Do When Your Team Grows Too Big(getlighthouse.com)
2 points by jevanish 11y ago|0 comments
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by jevanish 11y ago
What's your turnover rate with that flat an org? Other orgs set up like that I've found have a lot of unspoken problems that lead to people leaving on a pretty regular basis.
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by jevanish 11y ago
8-10 is a big team. That's when you should think abotu splitting up your team beyond you managing everyone because it is as you suggest hard to give everyone attention. As for hoarseness: ask more questions and talk less. - These can
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by jevanish 11y ago
What if your manager is in the middle of something? Even if they allow for the interruption trying to help, their mind may still be on the other task, and they likely will try to find the quickest solution to get back to what they're d
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by jevanish 11y ago
A lot of people get the wrong idea about 1 on 1s because they've only had poor ones. When a manager turns them into status updates, as you describe, they are a waste. And even if they do ask good questions in the meeting, if they don&#
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by jevanish 11y ago
Yes. Google tried not having managers and A/B tested against a team that had managers. Manager teams outperformed. Some of that is in this video http://youtu.be/l6ISTjupi5g
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by jevanish 11y ago
Some may still quit. They may just not have taken the last second offer. Instead, I wonder how many are interviewing and will leave once they have an offer safely secured. I'm sure Zappos will not want to publish that, because combini
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by jevanish 11y ago
That's great to hear, but how much did that change for you or others when the holocracy processes were added? I can see where that could totally change how I feel about a job even if I still love my coworkers, the job perks, etc.
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Why you shouldn't be a manager(getlighthouse.com)
2 points by jevanish 11y ago|0 comments
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by jevanish 12y ago
As a founder, you already have the ultimate, self-actualized career: founder. Gates never really had a job. Neither did Zuck, and we all know Jobs didn't last at Atari...and when they did build a company, they were caring about their c
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by jevanish 12y ago
I'm glad you all seem to have understood what I was getting at. I think you're nailing it best, Silverstorm; career growth, long term goals, adding new skills...I put them all in the same bucket. In my experience, when you help pe
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Why everything breaks at 25 employees(getlighthouse.com)
74 points by jevanish 12y ago|11 comments

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