mattcantstop / company-values

collection of my thoughts on company culture

• 👋 Hi, I’m @mattcantstop

I live in the Denver, Colorado area and am from New England.

Work experience

• Spoonme.kitchen: I am currently building a company in the consumer app space called Spoonme. We are building the backend in Elixir. It'll be an iOS app first.
• LaunchDarkly: I was previously at LaunchDarkly. I was brought to LaunchDarkly to build the Professional Services organization.
• GitHub: I worked at GitHub for seven years helping to build the Professional Services Delivery organization. I started as an Implementation Engineer and ended up leading the Delivery organization, which consisted of, at varying times, DevOps Engineers, Solution Architects, Implementation Engineers, a migration engineering team, GitHub's Advanced Security Services team, trainers, and operations. GitHub was a really special place to work. I consider myself lucky that I was able to work there on that (this!) product, with those people, at that time ❤️
• MX: I worked at MX for three years. I started as a Ruby engineer but spent the majority of my time there as an Implementation Engineer working with banks, credit unions, and online banking providers as they integrated MX's software, primarily through APIs.

Visit https://matthewduff.com for any more information.

company-values's Issues

Planning for Site Functionality

The general plan around site functionality. I am going to take this list and create wireframes from the ideas that are in this. Feedback very welcomed 👌

Company

Trying to decide the flow. Does someone sign up and then click "Add Employees" and they are pulled in through SAML or LDAP? Then the person setting it up creates the entire organization chart? Or do the individuals jump in and simply assign themselves to a manager and it automatically builds out the organizational chart from these nested resources?

• how often should 1:1s happen?
• how often do reviews happen?
• logo, subdomain, etc

1:1 Objects

• General notes (retro for the week)
• shields down moments
• recognition for employee
• recognition for manager
• areas for improvement from manager
• areas for improvement from employee
• areas of focus for next week (this week's 1:1 brings in items you added from last week for follow up)

Employee's profile

• Weaknesses employee is trying to turn into strengths
• Areas of strength (this is how this company can utilize me best)
• Career aspirations
  • clearly define expectations
• reports to who?
• diversity demographics

Reviews (at some decided upon interval)

• non-anonymous version so employee can share feelings openly
• anonymous version for managers to acknowledge the power dynamic and get honest feedback from their employees
  • the anonymous version is sent once a certain amount of people have filled it out. When there is only a few employees I'll have to figure out the best mechanism for anonymous feedback. I think making each respondent's feedback only viewable by question, instead of seeing all their answers as a whole, is probably the best course that I can think of now.
• the manager (and her/his supervisor) can click into the reviews and see individual answers for each multiple choice question asked.
• at review time (for both managers and non-managerial employees) the software complies all the individual objects from 1:1s for the reviewed person since the last review. It then presents that information to help seed the review process (at GitHub we just go by memory and it isn't a clear picture of what happened in the last months).