Creating a sense of urgency in the workplace can be a powerful tool for us to use to motivate our teams. However, like most powerful things, it can be easily misused and can cause more harm than good. When running a software organization, the misuse of sense of urgency can hurt software quality, productivity, retention, and even destroy someone’s reputation. But it’s not all bad, we’ll also talk about how to use a sense of urgency effectively. A recent conversation at a software event made it clear to me just how important it is to talk about this…
Not many of us in the industry would deny that software has the image of being a young man’s world. Is there truth to this perception? What’re some ideas about what causes it? Can we do anything to help?
Poaching is defined as when a company hires an employee from a competing company. Some choose to go farther and say when an employee is actively pursued and hired by any other company. However we choose to define it, having our talent poached is always a scary idea. We have one more position to attract and fill. And it always seems to be our best employees who get targeted. But what can we do about it?
I recently read a blog post about work-life balance by Chantal Panozzo where she described her experience working in Switzerland, and I was struck by the stark contrast to the culture here. I got admittedly green with envy while reading about a country providing 14 weeks paid maternity leave, and professional-part-time work with benefits. However the culture we’re talking about in this post is the work culture. The culture created by our coworkers, how we act, what we expect, what we accept. This is something in which we can affect change without the need for legislation or a major shift in our companies.