"One size, does not fit all" I designed a performance management system where the business/strategic goals were aligned with the HR Department's goals as to measure the success of each employee and help improve the process and procedures. It was successful because the turn-over rate decreased, productivity increased, and sales were booming!
I said I would talk to them about t-shirt sizing and try several ways to help them understand that story estimation has little to nothing to do with time, rather effort. I also explained that this was a challenging topic for a new team.
Story points should be explained to a team that's new to agile, that it's an agreed upon estimate. Explaining to teams that it's the amount of
Time vs effort.. teams get hung up on time based estimates. And not about the amount of effort it's going to take to accomplish a task/user story.
Good indication of behaviors that are common in this organization. No job is worth total humiliation.
I would definetly keep my cool and act very professional and say... I understand your concerns. Please send me your issues in an email and I will make sure I set up a conference call so we can discuss them in further detail.
2 ways. At the low level: reverse the entire string. 'Hello World' becomes "dlroW olleH". Then reverse each word, becomes "World Hello". At a higher level: Tokenize the words and push them onto a stack, then pop them out.
Before I would stop a line I would make sure that I had evidence which I could use to justfy the stop. If this evidence was insufficient to stop the line or if the decision by the policy holders was not to stop the line but I felt that the problem was important enough to the customer I would escalate the problem to the Director of Quality. Unfortunately I could provide no examples that actually showed me being effective because they were all company confidential. The minor issues I could describe were not very impressive
I do not believe any employee cannot be trained to do their job effectively. Once all possible steps have been taken and they are detrimental to the team and position and no longer interested in assisting in improvement, only then considertermination