Kurt Mackey

Now, whether that's a problem or not... That's up to you. ...is an interesting question. Yeah, exactly. As a startup, I, you know, I love... I'd much rather be P90 plus on speed right now than... Because we have quality issues, but they're not... They don't affect customers that much. That's the secret about our quality problem.

Now, whether that's a problem or not... That's up to you. ...is an interesting question. Yeah, exactly. As a startup, I, you know, I love... I'd much rather be P90 plus on speed right now than... Because we have quality issues, but they're not... They don't affect customers that much. That's the secret about our quality problem.

Like, we do have quality problems, but I actually have the principle on the team, like, look, we're not building payroll software here. Like, when we have a glitch in a report, it's not, like...

Like, we do have quality problems, but I actually have the principle on the team, like, look, we're not building payroll software here. Like, when we have a glitch in a report, it's not, like...

it's not hugely disrupting or impacting our customers businesses and if we can quickly resolve it then we're good so we that's a principle we have here like we have really fast recovery but yeah we do have not great quality objectively speaking yeah not abnormal for a company in your situation i don't think do you have happy developers It's a good question.

it's not hugely disrupting or impacting our customers businesses and if we can quickly resolve it then we're good so we that's a principle we have here like we have really fast recovery but yeah we do have not great quality objectively speaking yeah not abnormal for a company in your situation i don't think do you have happy developers It's a good question.

So we don't measure, for the reasons I kind of shared some concerns around measuring happiness, we don't measure happiness. Do you have productive developers? Well, so yeah, we do. I mean, our DXI score is through the charts, as I was saying. But we do, I mentioned earlier, we do measure attrition risk. This is interesting. I haven't actually looked at this.

So we don't measure, for the reasons I kind of shared some concerns around measuring happiness, we don't measure happiness. Do you have productive developers? Well, so yeah, we do. I mean, our DXI score is through the charts, as I was saying. But we do, I mentioned earlier, we do measure attrition risk. This is interesting. I haven't actually looked at this.

Okay, I see. Yeah. okay i mean this i can't share out loud but okay so for risk of attrition we look at it very similar to like a blood test that you might get so when you get a blood test right they tell you like here's the healthy range right like you know if you're whatever blood pressure cholesterol is within at you know this nanomilligrams to to this you're normal so with attrition risk i

Okay, I see. Yeah. okay i mean this i can't share out loud but okay so for risk of attrition we look at it very similar to like a blood test that you might get so when you get a blood test right they tell you like here's the healthy range right like you know if you're whatever blood pressure cholesterol is within at you know this nanomilligrams to to this you're normal so with attrition risk i

The normal range, and I may be having that coffee this morning, but I think it's 7% to 10% is the healthy range. So if your attrition risk is 7% to 10% of your organization has signals of being at risk of attrition, that's normal. And I'll just say we're at the high end of the normal range, but I'm looking at the data.

The normal range, and I may be having that coffee this morning, but I think it's 7% to 10% is the healthy range. So if your attrition risk is 7% to 10% of your organization has signals of being at risk of attrition, that's normal. And I'll just say we're at the high end of the normal range, but I'm looking at the data.

Our, our reporting will break it to like, tell you where that kind of risk of attrition. And so I'm looking at it now and it's, I, I, I'm aware of what is going on here.

Our, our reporting will break it to like, tell you where that kind of risk of attrition. And so I'm looking at it now and it's, I, I, I'm aware of what is going on here.

Like he, well, how large is your team? I can't. It's around 20 people.

Like he, well, how large is your team? I can't. It's around 20 people.

Yeah. No, this is meaningful, though. No, this is actually this. I was actually worried about some flight risk. in this area on this team. And this data is actually telling me.

Yeah. No, this is meaningful, though. No, this is actually this. I was actually worried about some flight risk. in this area on this team. And this data is actually telling me.

I'm feeling better about our product because today we've gotten to go through all the data. And it's been really, you know, to be honest with you, when I originally got the data, I was so busy. I didn't like fully go through it. But like you guys asking these probing questions.

I'm feeling better about our product because today we've gotten to go through all the data. And it's been really, you know, to be honest with you, when I originally got the data, I was so busy. I didn't like fully go through it. But like you guys asking these probing questions.