helps teams choose their local implementations and still be able to work together (yes, large org. fun).
It might be that my org is too large, but individual teams can't really pick what works best for themselves. Metrics need to be uniform across all teams, so no deviation from the norm that could cause your numbers to look off (though I haven't seen managers comparing velocities... yet...). I'll have to look more into that methodology, thanks for the link!
The mantra of breaking problems/issues/delivery down into bite size pieces doesn't have many alternatives
Only thing I can think of off the top of my head at night is only break down to the epic level and give that to one person and let them roll with it. Roughly T shirt size how long it should take, actually use stand ups to get feedback on your approach rather than status updates, but for the most part be trusted to break it down and manage your own workflow/implementation. Maybe you ship code daily. Maybe weekly. Lots of peer reviews or few. That could be a team policy or a personal one depending on how you work, whatever. You wouldn't get a diverse skillset if epics are taking a month or two, but you would get people who are experts in their zone who can pound out bits quicker than constant context switching and they'd have the high-level thoughts of how it should look and work in the end while doing the early work.
Perhaps the problem is managers trying to use a collaboration and work tracking tool as a way to measure performance. This inevitably distorts the work - whatever is measured or set as a goal will become the goal.
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It might be that my org is too large, but individual teams can't really pick what works best for themselves. Metrics need to be uniform across all teams, so no deviation from the norm that could cause your numbers to look off (though I haven't seen managers comparing velocities... yet...). I'll have to look more into that methodology, thanks for the link!
Only thing I can think of off the top of my head at night is only break down to the epic level and give that to one person and let them roll with it. Roughly T shirt size how long it should take, actually use stand ups to get feedback on your approach rather than status updates, but for the most part be trusted to break it down and manage your own workflow/implementation. Maybe you ship code daily. Maybe weekly. Lots of peer reviews or few. That could be a team policy or a personal one depending on how you work, whatever. You wouldn't get a diverse skillset if epics are taking a month or two, but you would get people who are experts in their zone who can pound out bits quicker than constant context switching and they'd have the high-level thoughts of how it should look and work in the end while doing the early work.
Perhaps the problem is managers trying to use a collaboration and work tracking tool as a way to measure performance. This inevitably distorts the work - whatever is measured or set as a goal will become the goal.