Software professional, development teams and organizations each have various (and sometimes) different values that they care about the most.
Thes...
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My answer:
Your turn!
Of course we eat our own dog food, and measure most of those using our platform (bunch.ai, check it out, there's free accounts) to keep on eye on whether we hold true to our values. That's a great tool for retros and making sure we keep those values as our team grows.
How are they not? A jerk doesn't have much empathy for others, so they shouldn't be the first choice when it comes to working in a team that values empathetic behaviours.
Exactly my thoughts!
I worked on different teams and therefore I can only contribute the values I take along:
Empathy, Respect, Simplicity, Diversity and Inclusion and a Culture of Failure.
Though the term "Culture of failure" is a bit weird. It means for me that there should be a culture where failure is an option and is treated in a good way. Accept it, apply the retrospective prime directive and then look how we can learn from the failure and try to avoid it next time.
Our Company's Core Values:
I can honestly say that anything I would have said can fit somewhere into these.
The answer is, of course, it depends. It depends so much on the specific situation that I don't even know where to start writing about how I would handle it, but here are a few questions I would ask myself, in no particular order.
From that list you can already guess that my first choice would not be firing them, but trying to solve the underlying issues that might be causing them to behave in a way that is disruptive for everybody else.
We agree on that, there should be clear and accessible policies defining what behaviours are unacceptable and people shouldn't be fired on the sole basis that someone else thinks they are a jerk.
However, I think it's reasonable to summarize a team's values with be considerate, don't be a jerk, I wouldn't expect Ilona to post a dense HR document defining what it means to be a jerk in their context.