Timeline for Is is right if a team member moans about a 'bad performance' in retrospective?
Current License: CC BY-SA 3.0
8 events
| when toggle format | what | by | license | comment | |
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| Aug 4, 2021 at 19:16 | comment | added | MasterJoe | "Criticize privately, Praise publicly". It applies regardless of which field people work in. In fact, it should be used with family also in social settings. However, it is also possible that the aggressor is lashing out because they reached out privately and management refuses to acknowledge or address the problem. Regardless, the public display of aggression should be avoided even in such circumstances. | |
| Dec 10, 2015 at 16:20 | comment | added | Jeff Lindsey | @BarnabyGolden Absolutely, I was just pointing out that stopping at "changing what Bob works on", or trying to motivate him can be another form of addressing symptoms rather than root causes. I would definitely not recommend digging deeper in a roomful of peers or retro format, but there is a surprising amount of "because endpoints" out there that are along the lines of "I am simply not engaged by my company's purpose, values, leadership or current direction". | |
| Dec 10, 2015 at 9:48 | vote | accept | brainray | ||
| Dec 9, 2015 at 18:21 | comment | added | Barnaby Golden | "Bob doesn't follow tech practice Y" - is there something we can do to make it easier to follow? Maybe automate it? "Bob doesn't really care" - what can we do to help motivate Bob? Perhaps he should work on different bits of the code. Maybe he could do the spikes in the next sprint? Retrospectives are about working together as a team to help overcome individual deficiencies. | |
| Dec 9, 2015 at 18:21 | comment | added | MrHinsh - Martin Hinshelwood | Just want to observe that these rules are NOT Scrum rules, and not mentioned in Scrum. They are basic common decency and part of a working agreement. | |
| Dec 9, 2015 at 17:03 | comment | added | Jeff Lindsey | All this being said, there are still many situations where the root cause of an issue comes down to people (often leaders); even teams with rules and best intentions will find that "endpoint" using things like the 5-Why method. For example, "Why did item X take much longer than our average?" (because it had a lot of bugs), "Why did it have so many bugs?" (because Bob doesn't follow tech practice Y), "Why doesn't Bob do Y?" (because... Bob doesn't really care), "Why doesn't Bob care?" (because he isn't engaged by work)... which then leads to very heavy culture/leadership/hiring discussions. :) | |
| Dec 9, 2015 at 12:21 | comment | added | G.H | very good answer. It's important to establish the rules for the retrospective, and those rules to have been formulated by the whole team. Some people advocate having those rules written up and on the wall / flip chart - during the retrospective so everyone is easily made aware of them. | |
| Dec 9, 2015 at 4:40 | history | answered | mwan | CC BY-SA 3.0 |