It’s a global world out there, and for many companies, a single office location just doesn’t cut it anymore. But success takes more than setting up desks in a new city. Whether your coworkers are across the world or across the country, there’s a right way and wrong way to approach distributed teams. I’ve rounded up four avoidable mistakes that’ll cost you serious productivity, plus four solutions that helped us performance hack our way to improvement.
Practice makes perfect, right? Well that may not be the case with feedback, even though many of us dish it out all day long.
I learned that the hard way after completing a software demo for a new product. Everything worked like a charm, and I went back to my desk proud of my team’s success. Then, an email with the subject line “Feedback on Demo” caught my eye.
It contained a bold-faced, bulleted list filled with phrases like “this does not yet look great” and “I think we can improve this much more” and “was this intentional?”
I was shocked at first, but ultimately realized I make some of the same mistakes. There’s no shortage of advice out there, but I started jotting down my own list of what it means to give good feedback and came to the conclusion that giving better fetter feedback is easy if you follow these five rules.
It’s time for another installment of Performance Hacking in the Wild, so take a step back from those process meetings and occasional setbacks to focus on what we’re all working toward.
Today’s acknowledgment goes to twitter. The social media site recently made its analytics tool—a feature introduced to a select crop of users back in July—available to everyone. In an information-hungry world, it seems like a logical step towards breaking down the details of just who’s clicking, favoriting, retweeting and generally joining the 140-character conversation. We think this decision is an exemplary approach to performance hacking in two key ways: