N E R D

Father | Technical Product Manager | JavaScript/MERN Engineer | Data Analysis | Technology Business Development | Sports Enthusiast | Optimist.

[N E R D @OchiengDan]

Form is temporary, class is permanent...!

[Leandro Trossard @LTrossard]

To all the Arsenal fans, thank you for everything, from the bottom of my heart.

Once a Gunner, always a Gunner.

Leo

[N E R D @OchiengDan]

@georgediano Delulu much

[N E R D @OchiengDan]

@SafaricomPLC there is no way I can have my internet off for two days now and I can't reach your team via 400; this is unacceptable and very poor customer service. Can you reach out ASAP

[N E R D @OchiengDan]

@OkiyaOmtatah Congrats Mahesh @OkiyaOmtatah but clearly those standing orders have been designed to make parliament fail in its duties. I mean "point of orders" wasted more time than you needed to prosecute the matter; we do need a "talking filibuster" to protect against flimsy points of order

[N E R D @OchiengDan]

@Abonyo_ @ConradKulo That wouldn't solve the problem - simple solution: lower their salaries and all benefits to 250k max; introduce midterm elections - an MP doesn't need five years to legislate or oversight. Remove CDF, reduce perks for serving in committees - tutoe big man syndrome,iwe tu service

[N E R D @OchiengDan]

@OkiyaOmtatah @Senate_KE I don't blame the exec but I blame parliament because if you guys don't pass that budget, no one touches our money. @OkiyaOmtatah we appreciate what you do but lobby fellow members to reject and not pass that bill or push amendments to any lines like that...that's all we ask

[N E R D @OchiengDan]

@AFTVMedia You guys fuck off....stop gaslighting

[N E R D @OchiengDan]

@heyalexmoore AI

[Arsenal @Arsenal]

Bottle this feeling 🍾

[Premier League @premierleague]

A thread to celebrate winning the Premier League with @Arsenal's players 🧵🎉

🏆 Gabriel

[Tottenham Hotspur @SpursOfficial]

We had @VictorWanyama and he was nice we enjoyed it.

Wishing you all the very best in your retirement, Victor. Thanks for the memories 🤍

[Simons @Simon_Ingari]

"Why does our top performer get the worst reviews?" the boss asked.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the boss.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the boss.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.

[Zyami Collective @Zyamicollective]

🔥 The Boy Between Two Fires
A Living Book about courage + identity.
Launching Dec 5.

Read our spark →
https://t.co/YkU1SU9j7K

DM to join the WhatsApp Circle.

#LivingBooks #SparkBeforeTheFire

[Zyami Collective @Zyamicollective]

Finally, a family festival with NO hidden costs. 🚫💸
Your ticket covers
• Unlimited Food & Soup
• Canvas & Paints for the kids
• Beadwork to take home
• All games & activities
One price
📍 Maridadi Gardens, Ngong
🎟️ Early Bird closes Dec 5th!
Book now via WhatsApp [phone]

[N E R D @OchiengDan]

KAIROS: Spot, Grab, Grow, and Multiply God-Given Opportunities https://t.co/tRFHPLtrOw

Download your FREE Kindle copy now—this special offer ends in just 5 days. Hurry before it’s gone!

[N E R D @OchiengDan]

@Arsenal Max Dowman

[N E R D @OchiengDan]

@proudelephant Now that the economy is "doing so well", why does this matter Magats? I thought you are real capitalists; let the market dictate interest rates, not Trump

[N E R D @OchiengDan]

@4Real_KE @morarakebaso @Tuko_co_ke @grok You should now sue or file a complaint against him for violating the Data Protection Act, 2019, by publicly plastering your phone number—which is personally identifiable information—all over X for every Tom, Dick, and Harry to see. He’ll end up paying more for that.

[N E R D @OchiengDan]

@SASheikh14 Welcome to the Piper's structural adjustment programs...

[N E R D @OchiengDan]

@Yo__Obama Valverde