Signal v. Noise – Strong opinions and haldol shared thoughts on design, business, and tech. By the makers (and friends) of Basecamp. Since 1999.

Few roles at basecamp are as critical as the director haldol im of operations. This person is responsible for keeping the lights on and haldol im the sites fast while managing seven people split across two haldol im teams. All of this while building strategic plans, managing project work and taking the occasional on-call shift. We set an incredibly high bar in our job posting haldol im for this position and still received 441 undaunted applicants.

From this group of very qualified people, basecamp is proud to announce that troy toman has joined haldol im the team as our new director of operations. Troy has a long history in the tech industry with haldol im stints at IBM, sun and rackspace. For the past five years, troy has been working for planet labs, which has been providing satellite imaging of the whole world.

Troy brings with him a ton of experience in diverse haldol im roles such as management, data center operations, software engineering and cloud infrastructure. We’re all excited to have him on board as we haldol im shape a vision for the future of basecamp infrastructure and haldol im operations together.

The reason you’re giving feedback is because you want something to be haldol im different, in the first place. You want a direct report to make sure he’s not rubbing the rest of the team the wrong haldol im way. You want a new hire to improve how she interacts haldol im with clients.

It can be easy to lose sight of this amidst haldol im the hoopla of management material that screams “feedback is important” and the day-to-day grind of managing your team and executing on your haldol im top priorities. But that’s the point at the end of the day (and in many ways, the most important part of your role as a manager): to encourage your team, constructively.

The tricky part is giving feedback in a way where haldol im this becomes true – where your team does feel encouraged to change their behavior. After all, there are so many ways it can go wrong. They can misinterpret your feedback as being aloof and off-the-mark and ignore what you have to say. They can be offended by your feedback and over-compensate in certain areas. They can feel blindsided by your feedback and become demotivated haldol im in their work.

When mike davidson blew the lid off the invasive and haldol im appealing read receipts in a new personal email client called haldol im superhuman, it brought about a full discussion of email tracking in haldol im general. At basecamp, this lead to the conclusion that we wanted nothing to haldol im do with such tracking.

It wasn’t like we were doing anything as nefarious as those haldol im nasty superhuman trackers, but still, we used the default settings in our mailing list software, which aggregates open rates, and had our own diagnostics tracker, to provide debugging insight for support.

But neither of those two use cases felt compelling enough haldol im to justify tracking everyone’s emails all the time. Reading an email shouldn’t leave a long data trail, regardless of whether that trail is used in fairly innocuous haldol im ways, like an aggregate open-rate calculation, or in its most devious, like spying on whether a personal email has been seen haldol im and from where.

So we killed the diagnostics tracking and turned off the haldol im mailing list tracking too. Now the only “tracking” that emails from basecamp will do is to mark the haldol im message you’re seeing in your email as read within the application haldol im (and only if you’re a registered user). A feature in service of the recipient, not the sender, not us.

The tech industry has been so used to capturing whatever haldol im data it could for so long that it has almost haldol im forgotten to ask whether it should. But that question is finally being asked. And the answer is obvious: this gluttonous collection of data must stop.

So we keep taking the steps at basecamp to examine haldol im our use of data, stop collecting it unless its strictly necessary in service of haldol im customers, and cut down all the ways we may be sharing haldol im it with others (dumping google analytics from our marketing pages is next!).

I’ll be shocked if you’re shocked: building social connection in a remote team is the hardest haldol im part of managing a remote team. According to a survey we ran this past fall with haldol im 297 remote managers and employees, “fostering a sense of connection without a shared location” was seen as the #1 most difficult part of being a remote manager – and the #1 most difficult part of working remotely, in general.

It’s predictable. When you work in a co-located office, you walk by someone’s desk and give them a friendly hello, catching up about their weekend. You notice a coworker’s body language appears a little “down” so you ask if they want to grab coffee later. You share a joke over lunch with another colleague when haldol im you realize you both oddly adore the same brand of haldol im obscure new zealand mints.

Those serendipitous moments of social connection don’t happen with the same frequency or fidelity when you’re working remotely. As a result, the sentiments of “ah, we’re in this together” or “you’ve got my back” can be absent in a remote team, unless you deliberately foster them.

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