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thevantageproject / playbook

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Day off #8

Closed AdityaNayak closed 4 years ago

AdityaNayak commented 4 years ago

Taking time off We don't want to tell you how to manage your time, we trust you to do your best to maximize your productivity. Also, we'll let the guy who is trying to replace you, do so. :)

You take less time off, there is a risk of burning burn out. You become lazy, and you can be beaten.

Productivity is a skill that takes discipline, trial and initiative.

Communicating time off Communicate broadly when you will be away so other people can manage time efficiently, projects don't slip through the cracks, and so that you don't get bothered while away. The general rule of thumb is:

Number of days you’ll be away = number of days of advance notice to give to your team.

AdityaNayak commented 4 years ago

Leave policy: Creating affordance for psychological safety. It’s fine when you want to take a leave, please do. If you don’t log your daily log, manually mark yourself present. When jarvis missed you. “Did you work today”? How to account: 52 paid leaves an year. Give help to people on how to budget for it. Use the list from the other doc. 5 leaves/month accruing.

AdityaNayak commented 4 years ago

@prastut I thought about this more. Deduction of money to create a disincentive for lots of day offs seems redundant with the new lens we are approaching this with. It can be easily caught with 'putting in the reps' and will get addressed there.

Do you concur?

prastut commented 4 years ago

@AdityaNayak Yes, I concur.

This decision is taken from these points:

  1. There is a high probability that people who are joining us have a considerably higher drive and work ethic where pausing even for a day is problematic since the problems that they are getting to solve make them excited to continue working.
  2. Each policy can be experimented upon in real-time and let reality tell us what's the natural course of action system is taking from the policy. And evaluate each policy after 2 quarters/4 quarters forward on the grounds of whether it is limiting growth of the company or not. As long as each policy's problem makes sense (here people should have guilt time off -> hence tactical solution), we can move forward.