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Bradley Scott (Xero)

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Peopleware 2015
People policies to support agile transformation
Bradley Scott
Xero
@bradley_scott

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What was Peopleware?
Originally published 1987
“Maybe … the major problems of
systems work are not so much
technological a...
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Bradley Scott (Xero)

  1. 1. Peopleware 2015 People policies to support agile transformation Bradley Scott Xero @bradley_scott
  2. 2. What was Peopleware? Originally published 1987 “Maybe … the major problems of systems work are not so much technological as sociological”
  3. 3. Coding War Games People from the same organisation tend to perform alike
  4. 4. Why talk about Peopleware in 2015? Opinion: Culture is the single biggest contributor to agility and effectiveness
  5. 5. Ditch incentives that don’t work for talented people
  6. 6. Why Xero got rid of cash bonuses We didn’t do it well. And even if we did, would it be worth it? “Once the task called for even rudimentary cognitive skill a larger reward led to poorer performance” Federal Reserve Bank of Boston Working Paper, July 2005
  7. 7. What (I hope) will take its place Bonuses from your mate not the man “Results suggest that a minor adjustment to employee bonuses – shifting the focus from the self to others – can produce measurable benefits for employees and organizations” Harvard Business School working paper, 2013 “It's great that the managers know who's super-effective and contributing the most, but, quite frankly, we know better, so let us reward and recognize our peers” Greg Silva, IGN Entertainment
  8. 8. Solve as few problems as you can as ‘management’. Use your talent
  9. 9. Team self organisation A case study that isn’t Trademe - Self replicating Pods
  10. 10. Team self organisation A case study that isn’t Trademe - Self replicating Pods
  11. 11. Team self organisation A case study that isn’t Trademe - Self merging Pods
  12. 12. Team self organisation A case study that isn’t Trademe - Arranging around the work. Understand
  13. 13. Team self organisation A case study that isn’t Trademe - Arranging around the work. Organise
  14. 14. Team self organisation A case study that isn’t Trademe - Arranging around the work. Review
  15. 15. Culture is not HR’s problem to solve. It’s yours
  16. 16. Happiness engineer Deliberate engineering of organisational culture
  17. 17. Happiness engineer Deliberate engineering of organisational culture
  18. 18. Happiness engineer Deliberate engineering of organisational culture
  19. 19. You wouldn’t do a retro yearly. Don’ t do engagement surveys that way
  20. 20. Annual engagement surveys Asking Xeros to ‘Have your say’. But only once a year
  21. 21. Annual engagement surveys Surely it should work something more like this?
  22. 22. In Summary What you should be thinking about... ● Culture is a big contributor to effectiveness. So work on it ● Culture is not HR’s problem to solve. It’s yours ● Ditch incentives that don’t work for talented people. Create better ones ● Solve as few problems as you can as ‘management’. Use your talent ● You wouldn’t do a retro yearly. Don’t do engagement surveys that way
  23. 23. Coding War Games So where is your organisation? And what are you going to do about it?
  24. 24. Questions And hopefully not awkward silence
  25. 25. Thanks for listening… Bradley Scott Xero @bradley_scott

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