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Keeping Community Open and Close-Knit (CLS15 Session)


#1

Session C9 @ 3:30pm
Discussion: Keeping Community Open and Close-Knit

Big Question

Always have seen an issue with driving adoption of the community or keeping people engaged through feeling welcomed.

Discussion

How can we limit turnover?

  • An NYC community is still running without him. It’s because he made personal effort to connect at the beginning.
  • It’s not the people who welcome you when you show up, it’s the people who go looking for you when you don’t.
  • Assigning people accountability buddies in the on boarding process might be useful.
    • Individual reach outs within a mentorship relationship can keep people feeling needed and connected to the community.
    • Being aware that there is a difference between “Where were you” and “hey, we missed you.”

Is there a way to use the overall group to help make it more effective as an online community?

  • Picks of the Week. Four people get to make one top pick and all four get shared.

How do we find more people who can create mentors and train mentors and those who want to foster communities.

  • Make sure that ‘contribution’ isn’t limited to code.
  • Identify individuals who helped, however they helped, and do it publicly when you can.

Is handling code of conduct violations important for community growth?

  • Yes.
  • Bad behavior can never be tolerated and should be addressed quickly.
  • Long deliberation times look like inactive times.
  • Address it in private, but also some level of public addressing.
  • What about fallout from this?
    • Sometimes fallout happens because of lack of transparency.
    • Especially if there is a well-liked person who gets penalized, the only way to get past that is to consistently do it and eventually gains trust.

How do you deal with toxic people? And how do you know they are toxic or just in a bad mood?

  • If their conversations almost always turn into fights.
  • If they drive people away from the project, then that is a risk.

How do you build trust with minority groups?

  • Transparency: The internal process is documented.
  • Sharing how many reports were received and how many resulted in actions.
  • Reply about issues that are received and also a resolution response.

Takeaways

Go out of your way to participate in conversations that new members start.
Welcoming people with a directed note (welcome, and you might be interested in this team).


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