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Created with Fabric.js 1.4.5 Not detailed enough Becomes routine task for team In some cases still needs individual talk after THC Not time-consuming Regular Direct communication channel Reveals gaps and weak points DIP - Justification of it's values, beating possible arguments Some employees are not open to the client due to the risk of saying too much and being under the risk of losing the job afterwards. DI the most efficient tool that allows us to analyse existing situationwithin your team, mitigate risks (if any), align the results with your current business needs and build mutual vision of achieving the best results.Attention to the team helps to build loyalty, and loyalty increases engagementand productivity. PROs Each employee will only spend 1 hour for the DI itself. At the same time, your TL/PM will not have to spend time on the team review. It's time-consuming? Every 6 monthis too seldom. I have enough communicationwith the team. Every DI I have toraise salaries?? CONs DIP can revealhidden conflicts and lead totheir escalation. What would Iget after DI? DIP Substitutes Mood Calendar Team Health Check DISK Team Value andMission Forming Feedback GivingSession Additional Value Gap (if compared with DIP) Does not cover performanceappraisalBecomes routine task for team Covers different aspects of teams' lifeNot time-consumingRegular That's better to manage the team-dynamics timelyrather than deal with demotivated employees lookingfor better options on the market How often would you like to have DIP in your team? How often do you have it onshore? Between the classical DI blocks (6 months) other activities could be provided, like team health checks; job satisfaction questionnaire; one-to-ones with the manager. 6 months is the optimum time to correct or match the behaviour according to the outlined expectations. Third-party expertise: that's always great to havea double check on the team's status (Client's view and retention talks). Retention consultant is a neutral figure who sharesthe employees' cultural background and helps to diminish the cultural differences DIP is a kind of roadmap/team's history-writing. The last team's snapshot is taken DIP helps to have an involved HR person who can share the best practices of the industry. We can agree that DI will be more focusedon retrospective analysis and the goals forthe coming 6 months. In exceptional cases: the person canstep into the new role or changeseniority level over the last 6 months on the project. In exceptional cases: the person canstep into the new role or changeseniority level over the last 6 months on the project. If the hidden problems are not revealed timely,employees can start quitting the team.Problems should be tackled accurately and in a wise way. DI is not about the immidate change.Thats more about tracking the stagesof team-development and specifyingthe areas for improvement. Attention to the team helps to build loyalty,and loyalty increases productivity. Loyalemployees are more engaged. Engagedemployees are more productive.
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