sickgnasty on Nostr: nprofile1q…z8wcz And there's the rub. The first hurdle when writing something like ...
nprofile1qy2hwumn8ghj7un9d3shjtnddaehgu3wwp6kyqpq5epx27qyv34yaud9kugaqlgq2a4z054nkwlk63al0g3ql3kj5g4qvz8wcz (nprofile…8wcz) And there's the rub.
The first hurdle when writing something like this I feel's gonna be corporate culture, which (like any policy) is going to dictate expectations from the top-down. Surviving this is already a big deal.
After this, any framework out there's also got to be flexible enough to fit this mould, but also rigid enough so that it won't turn to jelly and lose all identifying characteristics...
It's a very difficult design challenge. Amplified by a work culture (at least in the US) wherein everything must be expressable in terms of dollar amount, even in risk management, a lot of buy-in's needed. More than that, a lot of listening to something that won't directly generate revenue and a sincere shift in focus towards reducing churn and employee turnover over a span of at least five years.
It's definitely something I'm looking forward to learning more about and advocating for, even if most of what I have thus far feels ad hoc and cobbled together. A successful "case study" is still data, after all; just got to see if this experience scales. I have a lot of kindness to pay forward.
Getting a happier, more competent, communicative staff that can work across teams is to everyone's benefit. It's just a long-term project that absolutely requires a visionary advocate at the top, or at least somebody sympathetic to these goals.
Here's hoping that sword I mentioned falling on is well blunted when I finally land on it. I'm squeamish. 😁
The first hurdle when writing something like this I feel's gonna be corporate culture, which (like any policy) is going to dictate expectations from the top-down. Surviving this is already a big deal.
After this, any framework out there's also got to be flexible enough to fit this mould, but also rigid enough so that it won't turn to jelly and lose all identifying characteristics...
It's a very difficult design challenge. Amplified by a work culture (at least in the US) wherein everything must be expressable in terms of dollar amount, even in risk management, a lot of buy-in's needed. More than that, a lot of listening to something that won't directly generate revenue and a sincere shift in focus towards reducing churn and employee turnover over a span of at least five years.
It's definitely something I'm looking forward to learning more about and advocating for, even if most of what I have thus far feels ad hoc and cobbled together. A successful "case study" is still data, after all; just got to see if this experience scales. I have a lot of kindness to pay forward.
Getting a happier, more competent, communicative staff that can work across teams is to everyone's benefit. It's just a long-term project that absolutely requires a visionary advocate at the top, or at least somebody sympathetic to these goals.
Here's hoping that sword I mentioned falling on is well blunted when I finally land on it. I'm squeamish. 😁