I’m not going to lie, I’m behind. I won’t be getting March’s MiM up any time soon (hopefully next week) but I’ve still spent all my free time this week trying to get it rounded off. Well, I’m happy I spent the time on that, but it’s left me without any inspiration for what else to post. Still, post I must, and luckily I’ve recently found myself stumbling on to some very interesting, but not individual post worthy, articles. So here, in no particular order, are three things I enjoyed reading:
There isn’t too much to add beyond the title. Ruta has put together an endearing infographic with a pretty decent list of key points to consider. Now, I’m not much of a logo designer myself, but the list seems well constructed and its appearance on TheLogoSmith is reason enough for me to believe it’s fairly accurate. I do feel that the ‘categories’ of trending designs are a little broad-stroke (I’m not sure I could find any logos that wouldn’t fit into at least one of them) but there are some pretty neat examples included – particularly the ombre pangolin! Makes me wonder if the time has come to finally dip my toes back into the logo design pond…
An interesting look at using padding only on the very lowest element within a hierarchy (as Samantha says, the atoms of your design) and therefore setting it globally. It’s a logical approach, though I’m glad to see I’m not the only one who took one look and thought “surely margins would be a better approach”. Still, a useful tool and clever way of thinking about object spacing that could make your CSS a lot more efficient.
It may not surprise you to learn that people who have experienced and enjoy all the same things I do tend to look a whole lot like me.
There, in a single sentence, is the issue with the concept of ‘culture fit’, something that is incredibly prevalent in the modern workplace. Companies like Google and Apple bang on about their ‘company culture’ so much that it’s led a lot of smaller businesses to head down the wrong path; plus, it is very hard to realise when you’re thinking along these lines. A colleague of mine recently stated that a potential new hire “just didn’t feel like he’d fit in” and how he didn’t think they’d “get along”. The problem is, you’re not supposed to employ people to be your friend; you’re supposed to employ people to be your colleague.
Yes, shared values and ideals are a core foundation for a team, but we have to question what those ideals are. It’s okay to hire people who are, as Matt states, empathetic and hard working; not so much to discount them because they don’t like Star Wars (even if it means the world to you). Different perspectives, different upbringings and different cultures combine to increase creativity, productivity and, ultimately, profit. Just look at the natural world: diversity increases stability whilst monocultures tend to wilt and disappear at the slightest disturbance.