Re: Pair Programming

Charlie Poole wrote:


> Bill,
>
> > > On the main issue, that of HR policy, I'll point out again that many
> > > companies report using pairing successfully in the presence of
flextime.
> > > I suspect that results vary depending on the culture and policies in
> > > place at a particular company.
> >
> > I've seen anecdotal reports on the XP list but not published reports
from
> > companies.  Could you point me?
>
> I know of none. The XP list would be a good place to get further info but
> as you say it's likely to be anecdotal. My own is certainly so. It's
> based on experience of people I've asked in workshops, roundtables
> and site visitations, plus my own experience.
>
> I'd like to hear about some of the experiences with doing pair programming
> where flextime has proved an obstacle. If there are no experiences, then
> I'd say that the positive experiences reported by various people should be
> enough to put this fear to rest.

Depends on the fear, I think.

If the fear is "will it work" from a technical perspective (i.e., will
productivity and quality improve) then I suspect the experiences you're
likely to get on the XP list might be sufficient to put it to rest.

If, however, the fear is "will it work" from an HR perspective, then I'd be
looking for something entirely different.  If, for example, I was concerned
about the possibility that, come review time, I could be faced with an
employee who didn't like their rating and would try to use PP as a lever to
make the case that they'd been treated unfairly, inconsistently, etc., I'd
have a whole set of issues that had nothing to do with productivity,
quality, etc..  How would HR, Legal, and my management perceive my actions
re: introducing a practice that potentially exposed the company to
litigation from a new angle?  Now there's some powerful fear. :-(

Best regards,
Bill



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