1. If there are no good arguments in the collective - there's no retrospective and it's primarily a management and psychological issue. No one is able to fully self-reflect and it breaks the existing delegation / escalation chains, respectively.
2. If there are no viable data sources, when it can be proven that there's a correlation with an actual business processes, - it's a management problem. People Can't establish viable metrics, once again, mostly due to 1.
This is something any company of any size and any budget can struggle with due to lack of XP and the usual collective XP-accumulation / knowledge sharing deficiency. You can't self-reflect onto something you haven't learned about, yet. And due to 1 this is a closed loop because lack of XP can't be escalated accordingly, most of the time it's also a Workplace Deviance factor.
3. Practically, it ends up in a bouquet of Workplace Deviance because no one in the end will be willing to take the blame and actual responsibility to fix anything.
Any Problem vs Solution type of culture will worsen things a lot i.e. "All the blame and no Compassion". Companies are usually forced to adopt some Teal stuff in the end, maybe for really no other good reason, but just to keep on growing.
The idea of hiring HR that can "work by the booK" and actually build up a personal profile of how anyone could fit into all this mess is impossible by definition - due to Employee Silence and broken retro no one will be willing to expose all the shit that is happening, in the first place... So, most of the time I see Kitchen Sink companies with volatile outcomes where there really no one who could even be able to listen to any arguments, in the first place.
Google's internal ML-driven productivity metrics became a meme already for all the reasons described above. You can't reason with Toxic and Inadequate people.
Also Asana claim that Social Loafing is a myth and everything else is a retro deficiency really wrong - retro can prevent and display certain glorious occasions, but it's not a root cause of any psychological effect by definition.
2. If there are no viable data sources, when it can be proven that there's a correlation with an actual business processes, - it's a management problem. People Can't establish viable metrics, once again, mostly due to 1.
This is something any company of any size and any budget can struggle with due to lack of XP and the usual collective XP-accumulation / knowledge sharing deficiency. You can't self-reflect onto something you haven't learned about, yet. And due to 1 this is a closed loop because lack of XP can't be escalated accordingly, most of the time it's also a Workplace Deviance factor.
3. Practically, it ends up in a bouquet of Workplace Deviance because no one in the end will be willing to take the blame and actual responsibility to fix anything.
Any Problem vs Solution type of culture will worsen things a lot i.e. "All the blame and no Compassion". Companies are usually forced to adopt some Teal stuff in the end, maybe for really no other good reason, but just to keep on growing.
The idea of hiring HR that can "work by the booK" and actually build up a personal profile of how anyone could fit into all this mess is impossible by definition - due to Employee Silence and broken retro no one will be willing to expose all the shit that is happening, in the first place... So, most of the time I see Kitchen Sink companies with volatile outcomes where there really no one who could even be able to listen to any arguments, in the first place.
Google's internal ML-driven productivity metrics became a meme already for all the reasons described above. You can't reason with Toxic and Inadequate people.
Also Asana claim that Social Loafing is a myth and everything else is a retro deficiency really wrong - retro can prevent and display certain glorious occasions, but it's not a root cause of any psychological effect by definition.