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    This is actually pretty old. Chris Fry moved on almost a year ago. I have trouble taking his advice seriously when his career there was so short.

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      How do you actually do this? The “tactics” presented are unobjectionable (e.g. have a clear mission, have people take responsibility), but they seem more like strategy than tactics. How do you actually make those things happen?

      I know a few folks at twitter, and a lot of ex-twitter folks. This is, of course, anecdotal, but the experience of the people I know is highly variable. Some people love it. Some people hate it. A few are somewhere in between. It’s certainly not a place I think of as stable for employees; among folks I know, the attrition rate is quite high.

      Contrast that to facebook, where a lot of my friends joke that they must be brainwashing people because almost everyone talks about how much they love it there and how great it is. The attrition rate seems incredibly low considering how many employees there never have to work again.

      I don’t think they have different strategies. If you talk to folks at FB, they’ll tell you that it’s important that teams have clear missions and that people take responsibility. But some difference in tactics causes those strategies to be more effective at FB than at twitter.