Helping others is a priority, even when it is not immediately related to the goals that you are trying to achieve. Similarly, you can rely on others for help and advice—in fact, you're expected to do so. Anyone can chime in on any subject, including people who don't work at ContentDistribution.
The person who's responsible for the work decides how to do it, but they should always take each suggestion seriously and try to respond and explain why it may or may not have been implemented.
Kindness
We value caring for others. Demonstrating we care for people provides an effective framework for challenging directly and delivering feedback. We disagree with companies that say Evaluate People Accurately, Not "Kindly" . We're all for accurate assessment, but we think it must be done in a kind way. Give as much positive feedback as you can, and do it in a public way.
Share
There are aspects of ContentDistribution.com culture, such as intentional transparency, that are unintuitive to outsiders and new team members. Be willing to invest in people and engage in open dialogue. For example, consider making private issues public wherever possible so that we can all learn from the experience. Don't be afraid of judgment or scrutiny when sharing publicly, we all understand it's impossible to know everything.
Everyone can remind anyone in the company about our values. If there is a disagreement about the interpretations, the discussion can be escalated to more people within the company without repercussions.
Share problems you run into, ask for help, be forthcoming with information and speak up.
Negative feedback is 1-1
Give negative feedback in the smallest setting possible. One-on-one video calls are preferred. If you are unhappy with anything (your duties, your colleague, your boss, your salary, your location, your computer), please let your boss, or the CEO, know as soon as you realize it. We want to solve problems while they are small.
Negative feedback is distinct from negativity and disagreement. If there is no direct feedback involved, strive to discuss disagreement in a public channel, respectfully and transparently.
Say thanks
Recognize the people that helped you publicly.
Give feedback effectively
Giving feedback is challenging, but it's important to deliver it effectively. When providing feedback, always make it about the work itself; focus on the business impact and not the person. Make sure to provide at least one clear and recent example.
If a person is going through a hard time in their personal life, then take that into account.
For managers, it's important to realize that employees react to a negative incident with their managers six times more strongly than they do to a positive one. Keeping that in mind, if an error is so inconsequential that the value gained from providing criticism is low, it might make sense to keep that feedback to yourself.
In situations where negative feedback must be given, focus on the purpose of that feedback: to improve the employee’s performance going forward. Give recognition generously, in the open, and often to generate more engagement from your team.
Get to know each other
We use a lot of text-based communication, and if you know the person behind the text, it will be easier to prevent conflicts. So we encourage people to get to know each other on a personal level.
Assume positive intent
People naturally have a double standard when it comes to the actions of others. We blame circumstances for our own mistakes, but individuals for theirs. This double standard is called the Fundamental Attribution Error .
In order to mitigate this bias, you should always assume positive intent in your interactions with others, respecting their expertise and giving them grace in the face of what you might perceive as mistakes.
When disagreeing, folks sometimes argue against the weakest points of argument, or sometimes argue against a "straw man". Assume the points are presented in good faith, and instead try to argue the "steel man" (or the "strong man") :
Address behavior, but don't label people
There is a lot of good in this article about not wanting jerks on our team, but we believe that jerk is a label for behavior rather than an inherent classification of a person. We avoid classifications.
Say sorry
If you made a mistake, apologize as soon as possible.
Saying sorry is not a sign of weakness but one of strength.
The people that do the most work will likely make the most mistakes. Additionally, when we share our mistakes and bring attention to them, others can learn from us, and the same mistake is less likely to be repeated by someone else. Mistakes can include when you have not been kind to someone. In order to reinforce our values, it is important, and takes more courage, to apologize publicly when you have been unkind publicly (e.g., when you have said something unkind or unprofessional to an individual or group in a Slack channel).
No ego
Don't defend a point to win an argument or double down on a mistake. You are not your work; you don't have to defend your point. You do have to search for the right answer with help from others.
Being no ego is a standard we hold ourselves as people to but is not one that applies to Content Distribution as a company or product. We want to celebrate and highlight Content Distribution accomplishments, this doesn't mean we don't recognize our mistakes.
See others succeed
Don't let each other fail
Keep an eye out for others who may be struggling or stuck. If you see someone who needs help, reach out and assist, or connect them with someone else who can provide expertise or assistance. We succeed and shine together!
People are not their work
Always make suggestions about examples of work, not the person. Say "You didn't respond to my feedback about the design" instead of "You never listen". And, when receiving feedback, keep in mind that feedback is the best way to improve, and that others giving you feedback want to see you succeed.
Do it yourself
Our collaboration value is about helping each other when we have questions, need critique, or need help. No need to brainstorm, wait for consensus, or do with two what you can do yourself .
Blameless problem solving
Investigate mistakes in a way that focuses on the situational aspects of a failure’s mechanism and the decision-making process that led to the failure, rather than cast blame on a person or team. We hold blameless root cause analyses and retrospectives for stakeholders to speak up without fear of punishment or retribution.
Short toes
People joining the company frequently say, "I don't want to step on anyone's toes." At Content Distribution, we should be more accepting of people taking initiative in trying to improve things. As companies grow, their speed of decision-making goes down since there are more people involved. We should counteract that by having short toes and feeling comfortable letting others contribute to our domain.
It's impossible to know everything
We know we must rely on others for the expertise they have that we don't. It's OK to admit you don't know something and to ask for help, even if doing so makes you feel vulnerable. It is never too late to ask a question, and by doing so, you can get the information you need to produce results and to strengthen your own skills as well as Content Distribution as a whole.
Don't display surprise when people say they don't know something, as it is important that everyone feels comfortable saying "I don't know" and "I don't understand." (As inspired by Recurse .)
Collaboration is not consensus
When collaborating, it is always important to stay above the radar and work transparently, but collaboration is not consensus.
You don't need to ask people for their input, and they shouldn't ask you "Why didn't you ask me?"
You don't have to wait for people to provide input, if you did ask them.
We believe in permissionless innovation—you don't need to involve people, but everyone can contribute. This is core to how we iterate, since we want smaller teams moving quickly rather than large teams achieving consensus slowly.
Collaboration is not playing politics
We don't want people to play politics at Content Distribution. One way to spot when this is happening is when people discussing a proposal focus overly on whose proposal it is. This is a manifestation of the Belief Bias, where we judge an argument’s strength not by how strongly it supports the conclusion but by how strongly we support the conclusion. Proposals should be weighed on their merits and not on who proposed them.
The other thing to observe is whether people are being promoted based on others liking them or having a lot of alliances. We want people to be promoted based on their results. We do value collaboration, but that's different than being promoted just because people like you.
Systems and process
Systems and process documents are the key to empowering our colleagues to succeed in their roles and to enable us to work asynchronously across multiple time zones.
When we don't have comprehensive and up to date process documents our colleagues are less effective in their role and require more one on one training.
When we don't use the activity tracker we need to ask our colleagues via Slack, email or meetings for status reports.