[clue-talk] Assessing technical skills?

[rex evans]

Nate,

I am trying to avoid the Our Department
versus Your Department issues, for now.
Plenty of time of that on a later thread.

More importantly, I think you were 
describing an "accountability" concept,
to which I say "Amen". 
However this can immediately scare
people, they can mobilize, and defeat you.
I would implement the accountability in
careful steps.

Whether Development, QA/testing, Operations,
Implemntation, etc, there is usually a lot
of key knowledge that is 
1)not recorded
2)not recorded in a useful format
3)not transmitted to the proper dept.
4)lost over time
5)collected but ignored (easier to make a
   phone call than read the doc, especially
   under stress) , then forgotten,
  then trashed.
6)Add your own.

Nate,
You would like more detail on how not to
burn out employees. 
I would welcome ideas or examples from 
anyone on this list, because I have am
asking this question myself; I do not
have an adequate handle on this myself.

Here is a little more detail, and it
applies to all employees, not just IT.

Given that Employees are in a stressful 
environment, they must see real hope for
change. 
Two concrete examples:
1) the things they do, are changing the 
  situation e.g. Make better probing tools.
2)their team and their bosses are generally
 favorable (or at least neutral) to improvement. 
"bosses" can be Leads, first level Management,
Higher Management, various workers in adjoining
departments.

rex evans

 


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