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Gaby Goldberg
@gaby
Accidentally just crawled into the depths of @phil's old newsletter and found this gem, which addresses a question that still largely feels unanswered: how can companies *truly* measure employee productivity? Curious to hear takes from the peanut gallery 🥜 https://sundayscaries.substack.com/p/personal-productivity
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phil
@phil
Still thinking about this topic today I wrote this blog every week for years. Ironically, Farcaster broke the streak. I onboarded in the summer of ‘21 and shifted most of my posting here instead, but it’s still nice to see the ideas surface once in a while
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Nitya
@nitya
This is great! Another layer on here is maker vs manager workflows (https://paulgraham.com/makersschedule.html) - coordination work is inherently distracting and harder to measure, leading to the former being evaluated based largely on production/output and the latter on outcomes
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Harpalsinh Jadeja
@harpaljadeja
Thank you for sharing this!
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Polymarket
@polymarket
vibes + points on the board
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Frogzu🎩🍖 🎭
@gon
Amazing @phil A third of Americans are online almost constantly, yet so much of that time feels wasted
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Rosmari
@rosmari
This article is a good read https://optimystics.io/respect which may answer the question as 'Respect' is a way to measure productivity per employee. This is highly composable and can work with a community/organisation of any size. The goal is to split into breakout rooms of 6 people and each employee to present their weekly productivity output, evaluate, rank, and results onchain. Then Respect (a token) gets sent to each employee based on the level they got ranked which represents the consensus of the breakout room group about their productivity output for that week. The Respect is sent in a fibonacci ratio so the highest level gets the most and each level after that gets about 60% less. Feel free to follow up via DM with more details.
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