Earlier quoted context omitted.
As a sometimes engineering manager (I generally prefer to be a staffy, you know, doing analyst functions for the CEO, etc.), this is interesting to me. Can you give me any ideas on what I should be on the look-out for, in terms of behavior, among the team-mates? I "get" that it's not visible (sort of), but I don't get how to be on guard for it, prevent it or deal with it if we can't see it. How does a manager see the…
Yeah, it's tricky to see for sure. I don't pretend to have all or even some of the answers here, but since you asked, and it's a great question, I'll take a stab at it. First, I'd just make sure that people are happy. If people are honestly happy and enjoying their job, they probably aren't having a problem. Talk to them and figure it out is the most direct way. Indirect ways I would say include: Social dynamics: Doe…
I guess I've been fortunate in that, all of the people being excluded were truly not pulling their own (traditional) weight because they were going through family trauma and on anti-depressants or something. (Divorce, loss of a child, etc.). People were pretty forgiving, but definitely didn't want them in critical path.
The handful (let me say, 5 G, 2L and 2T across 10 small teams over 5 years that I am going to use as a sample, circa 1995~2000) of alphabet people (is that phrase offensive?), were objectively AWESOME in terms of personality and group engagement and work performance. It really was never a problem. Maybe we hired well. Maybe we were lucky. I guess I haven't seen the passive-aggressive exclusionary thing you are talking about, but I will keep an eye out for it in the future.
Again: Thank you.