Currently we do shadow shifts for a month or two first, but still eventually drop people into the deep end with whatever experience production gifts them in that time. That experience is almost certainly going to be a subset of the types of issues we see in a year, and the quantity isn’t predictable. Even if the shadowee drives the recovery, the shadow is still available for support & assurance. I don’t otherwise have a good solution for getting folks familiar with actually solving real-world problems with our systems, by themselves, under severe time pressure, and I was thinking controlled chaos could help bridge the gap.
You are making things harder for newer hires than the environment you came into. It is a sink over swim strategy that introduces stress without any apparent compensation in training. It creates new bases for evaluation you were not subject to.
Hazing us a cycle of abuse that expresses in a magnification of the abuse inflicted in the hazing than was suffered in the previous cycle.
Thanks for this perspective, I think I’ll reconsider this plan (to be clear, haven’t done it) and try to think up some alternative training strategy that doesn’t involve live issues.
Currently we do shadow shifts for a month or two first, but still eventually drop people into the deep end with whatever experience production gifts them in that time. That experience is almost certainly going to be a subset of the types of issues we see in a year, and the quantity isn’t predictable. Even if the shadowee drives the recovery, the shadow is still available for support & assurance. I don’t otherwise have a good solution for getting folks familiar with actually solving real-world problems with our systems, by themselves, under severe time pressure, and I was thinking controlled chaos could help bridge the gap.