Hey Dan, think we covered this. It’s the lack of f2f to be able to gauge how people are actually doing with your own eyes/experience. Obviously it’s harder for some people to reveal if they’re struggling which is the reasoning for this, not any kind of micromanagement.
That’s possibly a panel in itself! the key one for me, when somebody/something goes wrong, it’s generally because I’ve not set the context well. If you do a good job of the why, people tend to get the job done.
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Combination of frameworks and goals/objectives. I think letting people know what you want them to do (goals) with what you determine to be a way that works (framework) and then judging them based on that. I find being explicit/clear of how I determine good performance allows people to achieve it.
100% yes and it’s something I’ve pushed for strongly at every business. It’s the peter principle in action. Somebody who’s an amazing tester shouldn’t be forced to take line management on to “progress”. Had success in achieving it too as most companies believe in the 10x engineer so easy to sell I’ve found.
Yep. All about empowering and training your team. Realistically you’ll always have a job if you’re good at doing that.
Think it depends where you are as a business. If you’ve a lot of self reliant people but poor processes then obvious and vice versa. My personal view would be to go with the better person at leading but realistically somebody who’s good at leading people needs some skill at something to be a credible leader. Find out what that is and fill the gaps around them.
I think companies flux between centralised and decentralised. Everyone in a test team being together makes sense in terms of efficiency (can get away with people covering more teams) but then the speed of agile means you deploy people into teams. Inefficiency is created…in theory which then leads to the whole cycle starting again in a lot of companies. I think depends on which company you’re in to how you manage that.
Biggest call out is test managers being responsible for people who they don’t really know the day to day of anymore. Testers are both in the product team and the test team and that’s a fine line to work.
Re no managers, I think Holacracy doesn’t really exist so if you’re practicing it, i’d love to discuss that but natural hierarchies would emerge regardless I think.
Thank you. I’ll give that a shot.
Thank you Chris!!!
Let me know how it goes. happy to chat it out in more detail!
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Let me know how it goes. happy to discuss further.