"Don't let the perfect be the enemy of the good."

In UX design, this thinking delivers more damage than benefit.

There's usually a LOT of distance between good and perfect.

Good leaves room for better, which, when provided by someone else, leaves our designs behind.

We can do more that just good.

We can meet needs and exceed expectations.

We can excel beyond just satisfactory. (Satisfaction surveys should be banned in UX design. They measure the wrong things.)

There's a lot we can do to go beyond just being "good" before we come anywhere near being "perfect."

We should strive to provide experiences that people want, need, and enjoy.

Don't let the good be the enemy of the better.

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Jared Spool

@jmspool

15 Aug

Current status

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Jared Spool

@jmspool

6 Jun

https://twitter.com/hunterwalk/status/1401192544633966596

This is better than the Shopify scooter → car diagram.

However, it still leaves out the most important aspect of an MVP: That it’s an instrument for learning, not an actual product.

Eric Reis defined it as the least work necessary to learn the most about users needs.

1/

https://twitter.com/hunterwalk/status/1401192544633966596

We should be creating simple MVPs to learn what people need.

That’s not how it’s used in many places. Instead, people see it as the least we can build to claim we shipped something.

2/

When we think in terms of learning, instead of shipping, we don’t need to give it to everyone. Just enough to learn something.

And we also need to make sure we have the instrumentation and process in place to actually learn.

Shipping something and moving on is not learning.
3/

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Jared Spool

@jmspool

5 Jun

It seems quick for some hiring managers to complain that applicants may not have a portfolio available to apply to their open UX positions.

Their complaint is often that it makes it harder for them to determine if the candidate is qualified for the position.

1/11

This is not as much a problem for the candidate than it is for the hiring manager.

Smart hiring managers know how to evaluate candidates who may, for many legit reasons, not have an up-to-date portfolio that showcases work.

2/11

Legit reasons include:

• having work under NDA,

• not having work that has shipped due to reasons they had no control over,

• and having family or life obligations that make it hard to do additional work outside of their jobs.

(There are other reasons too.)
3/11

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Jared Spool

@jmspool

5 Jun

UX Hiring Managers:

Do you have an open UX position right now? Designers, researchers, content, writers, or managers?

Reply with a link to the job posting. I’ll then retweet it to my 108k followers.

Lots of folks tell me they get great applicants this way.

Right now, you’ll get more applications if you are open to consider more junior UXers.

There’s a ton of skilled, passionate UX professionals who are early in their career and excited to do great things for you.

You’ll also get extra karma points.

If you are open to informational discussions or interviews, especially for people early in their career, please open your DMs and say so.

You’ll get even more karma points if you spend time helping folks learn more about what they can do to someday work for you.

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