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,
- 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
leadership and information can't be given (mentor) but taken (mentee)
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
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
openness of meetings, publish & receive feedback on retrospective
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