Difference between revisions of "Global Melt/Brain Drain"

• • • Value and recognize contributor's role; acknowledge their parts, see early warning signs and say they're missed if gone, communtiy care about filling gap when gone.
    • leadership behavior that can be adopted and not permantly occupied. Leadership behavior not coupled to person but to actions. Conversely, empowered to participate, to exit,
    • Mentorship
    • Yellow cards and sparkle: making hard stuff easy.

Communities you've left recently & why

   shift in professional focus and interest

   community started to close itself and product - left to fork

   values no longer aligned

   left passively because there wasn't any spark

   What are you looking for in spark?

   no more energy - laid dormant

   leaving also brings in new engery, esp. if you were leader

   people expect you to keep running

Solution to keeping good people, increasing

   mentorship

   leadership and information can't be given (mentor) but taken (mentee)

   appreciation

   fun

   clarity of roles and expectation

   good exits - you can leave whenever you like

   doing things together that isn't just about the project. i.e. go bowling

   unofficial lubrication for events (drinks, etc). entertainment as an organizing principle

   if people know of their role and importance  to community, then they know that when they leave there is a responsibility to find a replacement

   know where they can be of benefit -- keeps people motivated

   invited to participate and share direction increases/engages new pople

   one simple thing to hook person in - to resovve 

   yellow card if you talk to someone you know

   Sparkle! 

   see early warning signs -- "i skipped school one day and no one left." tell people that they are missed. 

Do people need to be physically together to collaboration?

   f2f important for bonding and activity

   invitation to paricipate

   clear exit

   openness of meetings, publish & receive feedback on retrospective

   chaordination

   easier to join new group when things changing

   clear communicative structures so its easy to grasp and solve

What do you when people leave? How do you fill in?

   exit interview - understand what they did, why they left, vision of future

   difference between actively and passively leaving

   ask people leaving if they recommend anyone to join, take their place?

   sense of responsibility to find replacement

How to you reengage people that left?

   the most loyal customers you get aren't the ones with the service, but the one that needed things fixed and it worked out

   the cause to recruit should be taken by all/many -- because they will help address problem at many opportunities together

   know why someone left -- helps understand if there's something to repair/modify to bring back