No matter how big the screen or how effective the software, web browsing on your smartphone just doesn’t match the ease of browsing on a computer. It’s never going to be perfect, but it can be a lot better. Here’s how to make browsing on your smartphone suck less.
10. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more, because they produce more results. The key is not to treat them equally; it is to treat them all fairly.
9. Tolerate mediocrity. A-players don’t have to or want to play with a bunch of C-players.
8. Have dumb rules. I did not say have no rules; I specified dumb rules. Great employees want to have guidelines and direction, but they don’t want to have rules that get in the way of doing their jobs or that conflict with the values the company says are important.
7. Don’t recognize outstanding performance and contributions. Remember Psychology 101: Behavior you want repeated should be rewarded immediately.
6. Don’t have any fun at work. Where’s the written rule that says work has to be serious? If you find it, rip it to shreds and stomp on it, because the notion that work cannot be fun is actually counterproductive. The workplace should be fun. Find ways to make work and/or the work environment more relaxed and fun, and you will have happy employees who look forward to coming to work each day.
5. Don’t keep your people informed. You’ve got to communicate not only the good, but also the bad and the ugly. If you don’t tell them, the rumor mill will….
A “stay” interview, writes Sullivan on TLNT, is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it’s designed to elicit what might make key employees want to leave. Conduct enough stay interviews, and you might find your employees are citing the same reasons for staying (or wanting to go).
Sullivan suggests holding interviews once a year, during a slow business period. Don’t space out the interviews, either. Conduct all of them (with all your key employees) within weeks of each other. That way, you can take what you’ve learned and promptly implement around that information. For new hires, conducting the interviews at four and eight months is acceptable.
Start the interview. How do you initiate a stay interview with a key employee? Say something like this: ”Thanks for taking the time to have this discussion. As one of our key employees, I want to informally pose some simple questions that can help me to understand the factors that cause you to enjoy and stay in your current role,” writes Sullivan.
Learn why they stay. One method is to deploy what Sullivan calls the “best work of your life” question. Specifically, ask your employees: “Can you list for me the factors that could contribute to your doing the best work of your life?” Sullivan notes that this is the No. 1 retention factor for top performers.
Learn why they leave. Ask about recent frustrations. Sullivan’s questions include: “Think back to a time in the last 12 months when you have been at least slightly frustrated or anxious about your current role. Can you list for me the frustration factor or factors that most contributed to that anxiety? Can you also help me understand what eventually happened to lower that frustration level?”
- Dedication To A Vision
- Intelligent Persistence
- Fostering A Community
- Listening And Remaining Open
- Good Storytelling
- Testing Ideas In The Market
- Managing Emotions
- Constantly Evolving
- Practicing Patience
- Pursuing Happiness
From a compatriot web developer down south:
Have you ever let Firefox or Chrome save a password for you? Then time goes by, and suddenly you’ve forgotten what that password was?
I got a new phone a few months ago, and the phone’s Twitter app asked me for my password, but since it was saved on my computer (and old phone), I never had to type it in, so it escaped my mind. I tried everything I could think of, but no luck. If only there were a quick and easy way to open up Chrome or Firefox and turn those password-asterisks into normal letters…Luckily, there is!
It’s not uncommon for designers to confuse a beautiful looking product with one that works beautifully. A great technique for creating smarter, better products is to approach them using story-centered design.
Great programmers spend very little of their time writing code – at least code that ends up in the final product. Programmers who spend much of their time writing code are too lazy, too ignorant, or too arrogant to find existing solutions to old problems. Great programmers are masters at recognizing and reusing common patterns. Good programmers are not afraid to refactor rewrite their code constantly to reach the ideal design. Bad programmers write code which lacks conceptual integrity, non-redundancy, hierarchy, and patterns, and so is very difficult to refactor. It’s easier to throw away bad code and start over than to change it.
So if you are ready, pull out your business card, lay it on the desk near your computer, pull out a pen or highlighter and be ready to identify the mistakes you are making Here are the 10 business card mistakes people make: #1 Small font size – Some of us have perfect vision. But if that’s what it takes to read the letters and numbers on your card, you are asking for trouble. Because most of us don’t. So today or before you print your new cards, please walk them around to a variety of people and ask a simple question: “Can you tell me what this says?”