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Velocity New York – October 12, 2015
@mrembetsy
Michael Rembetsy
Scaling Management
without Sacrificing Culture
@mcdonnps
...
Agenda
Presentation: 30 minutes
Council roundtable: 55 minutes
• 21.7 million active listings
• 1.5 million active sellers
• $1.93 billion annual gross 

merchandise sales in 2014
• 30....
Phase I:
Organizational Infancy
(2008-2011)
What did managers do?
7
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
What did we lack?
8
• Salary bands
• Skills matrix
• 1:1s
• Career...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Culture is action
• Started creating action items around ideas
• B...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Culture isn’t forced
• Culture is fostered when entire organizatio...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
What did we start with?
Skills matrix
Salary bands
1:1s
Reviews
11
Etsy’s Skills Matrix
Individual Contributor Job Levels (Salaried) to include levels 3-6 for Member Ops
Level LEVEL 1 LEVEL...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
What did we start with?
Skills matrix
Salary bands
1:1s
Reviews
13
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 14
Salary Band Example
A B C D E F G
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
What did we start with?
Skills matrix
Salary bands
1:1s
Reviews
15
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 16
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 17
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
What did we start with?
Skills matrix
Salary bands
1:1s
Reviews
18
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 19
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 20
Pick peers who will review you
Complete self-evaluation
Leave f...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Results of first management initiatives
• Concentrated tech leader...
Phase II:
Supported Growth
(2011-present)
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Manager
magic
pixie dust
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Paloma Medina
Learning & Development Launches
24
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Reflect Acquire Insight Practice
25
Dens
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 26
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Den sessions
• 8 people to a den is ideal (5 for remote dens)
• IC...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Den Rules
• Safe confidential place to share stories and best
prac...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 29
2013 2014
91
31
133
Dens Participants
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Reflect Acquire Insight Practice
30
Dens Workshops
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Reflect Acquire Insight Practice
32
Dens Workshops Practice Labs
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Were we successful?
34
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Retooling
• Some things worked, some didn’t
• Design Gym wasn’t th...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Wendy
L&D works, let’s grow it!
36
Vanessa Morgan
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Manager Training Program
Workshops
Studio sessions
Coaching
37
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Manager Training Program
Workshops
Studio sessions
Coaching
38
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Workshops
• Four core-skills workshops, each 90 mins in length
• D...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Workshops
• Three elective workshops
• Hiring + interviewing
• Coa...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Conflict resolution
• Are you triggered?
• Negotiation
• Hard conv...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Manager Training Program
Workshops
Studio sessions
Coaching
43
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Studio sessions
• Cohorts of 6-8 that are cross-functional and of ...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Manager Training Program
Workshops
Studio sessions
Coaching
45
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Expanded efforts
• Dens supported both by external professional an...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Sonar: a revised feedback process
47
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Why did we develop Sonar?
• Improved fairness
• Aligned feedback c...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
Types of roundtables
• Best practices
• Decision
• Systems reviews...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps
1. What is important about the feedback
system in your organizatio...
Michael
Rembetsy
@mrembetsy
Patrick
McDonnell
@mcdonnps 51
Roundtable results at
http://bit.ly/1Qlbhng
Scaling Management without Sacrificing Culture - Velocity NY 2015
Scaling Management without Sacrificing Culture - Velocity NY 2015
Scaling Management without Sacrificing Culture - Velocity NY 2015
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Scaling Management without Sacrificing Culture - Velocity NY 2015

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How can your organization scale management without sacrificing the culture you have worked hard to build? Grow your own managers! This talk will focus on the steps Etsy has taken to overcome the pitfalls that lie in the path of transitioning from individual contributor to manager and how to encourage those who want to become managers for the right reasons.

This has been updated with new content since the talk given at Velocity Europe 2014.

Publié dans : Direction et management
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Scaling Management without Sacrificing Culture - Velocity NY 2015

  1. 1. Velocity New York – October 12, 2015 @mrembetsy Michael Rembetsy Scaling Management without Sacrificing Culture @mcdonnps Patrick McDonnell
  2. 2. Agenda Presentation: 30 minutes Council roundtable: 55 minutes
  3. 3. • 21.7 million active listings • 1.5 million active sellers • $1.93 billion annual gross 
 merchandise sales in 2014 • 30.2% of GMS is international • 60% of our visits are mobile About Etsy
  4. 4. Phase I: Organizational Infancy (2008-2011)
  5. 5. What did managers do? 7
  6. 6. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps What did we lack? 8 • Salary bands • Skills matrix • 1:1s • Career path • IC / management path • Formalized recruiting and sourcing • Formalized feedback loops or reviews
  7. 7. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Culture is action • Started creating action items around ideas • Beta testing processes around organization • How can engineering improve other departments? 9
  8. 8. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Culture isn’t forced • Culture is fostered when entire organizations are on board with change • Culture is behavior • Dictatorships fail, leadership works 10
  9. 9. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps What did we start with? Skills matrix Salary bands 1:1s Reviews 11
  10. 10. Etsy’s Skills Matrix Individual Contributor Job Levels (Salaried) to include levels 3-6 for Member Ops Level LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEV Description GAINING EXPERIENCE DEVELOPING CAREER ADVANCED EXP Analogy Knows about rope; learns a lot more about rope Can tie basic knots; Shown complex knots Calculates rope strength; Knows a lot about knots Understands rope making Kno will Knowledge Learns to use professional concepts. Applies company/technical practices, policies and procedures to resolve routine issues. Developing professional expertise, applies company/sound technical practices, policies and procedures to resolve a variety of issues. A seasoned, experienced professional with a full understanding of area of specialization; resolves a wide range of issues in creative ways. This job is the fully qualified, career-oriented, journey-level position. Having wide-ranging experience, uses professional concepts and company objectives to resolve complex is- sues in creative and effective ways. Some barriers to entry exist at this level (e.g., dept/peer review). Level at which career may plateau. Hav kno dev and crea to e revi Job Complexity Works on problems of limited scope. Follows standard practices and proce- dures in analyzing situations or data from which answers can be readily obtained. Builds stable working rela- tionships internally. Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors. Exercises judgment within defined procedures and practices to determine appropriate action. Builds productive internal/external working relationships. Works on problems of diverse scope where analysis of data requires evalu- ation of identifiable factors. Demon- strates good judgment in selecting methods and techniques for obtaining solutions. Networks with senior inter- nal and external personnel in own area of expertise. Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable fac- tors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Networks with key contacts outside own area of expertise. Wo sue data bles in m crit form tion Supervision Normally receives detailed instruc- tions on most work. Normally receives general instructions on routine work, detailed instructions on new projects or assignments. Normally receives little instruction on day-to-day work, general instructions on new assignments. Determines methods and procedures on new assignments and may coor- dinate activities of other employees (Team Lead). Act met spe the Management Job Levels Level LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEV Example Title N/A SUPERVISOR MANAGER SENIOR MANAGER DIR Analogy Guides team while rock climbing Leads extended alpine mountain- climbing trips  Pilots expedition through unexpected snow storm Con hike
  11. 11. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps What did we start with? Skills matrix Salary bands 1:1s Reviews 13
  12. 12. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 14 Salary Band Example A B C D E F G
  13. 13. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps What did we start with? Skills matrix Salary bands 1:1s Reviews 15
  14. 14. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 16
  15. 15. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 17
  16. 16. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps What did we start with? Skills matrix Salary bands 1:1s Reviews 18
  17. 17. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 19
  18. 18. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 20 Pick peers who will review you Complete self-evaluation Leave feedback for peers who selected you Leave feedback for your manager Leave feedback for your reports Consolidate all feedback and provide to reports Managers Individual Contributors
  19. 19. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Results of first management initiatives • Concentrated tech leadership meetings • Centralized project management and workflow collaboration • Solidified standards and direction • More collaboration between managers • Engineering “generosity of spirit” 21
  20. 20. Phase II: Supported Growth (2011-present)
  21. 21. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Manager magic pixie dust
  22. 22. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Paloma Medina Learning & Development Launches 24
  23. 23. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Reflect Acquire Insight Practice 25 Dens
  24. 24. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 26
  25. 25. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Den sessions • 8 people to a den is ideal (5 for remote dens) • IC dens and manager dens are separate • Foster empathy across departments • Build long-lasting support networks for managers outside of the dens 27
  26. 26. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Den Rules • Safe confidential place to share stories and best practices • What happens in the den stays in the den • Facilitator required 28
  27. 27. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 29 2013 2014 91 31 133 Dens Participants
  28. 28. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Reflect Acquire Insight Practice 30 Dens Workshops
  29. 29. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps
  30. 30. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Reflect Acquire Insight Practice 32 Dens Workshops Practice Labs
  31. 31. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps
  32. 32. Were we successful? 34
  33. 33. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Retooling • Some things worked, some didn’t • Design Gym wasn’t the right fit • Dens and workshops are major components to this day • L&D rock band 35
  34. 34. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Wendy L&D works, let’s grow it! 36 Vanessa Morgan
  35. 35. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Manager Training Program Workshops Studio sessions Coaching 37
  36. 36. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Manager Training Program Workshops Studio sessions Coaching 38
  37. 37. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Workshops • Four core-skills workshops, each 90 mins in length • Developing others: Coaching skills and 1:1s • Inclusive strategy setting • Managing change • Influence without authority 39
  38. 38. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Workshops • Three elective workshops • Hiring + interviewing • Coaching emotional intelligence + self-regulation • Conflict resolution + mediation 40
  39. 39. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps
  40. 40. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Conflict resolution • Are you triggered? • Negotiation • Hard conversations • Intervention sessions 42
  41. 41. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Manager Training Program Workshops Studio sessions Coaching 43
  42. 42. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Studio sessions • Cohorts of 6-8 that are cross-functional and of the same level • Expert-facilitated sessions where cohorts are given an opportunity to reflect on the learnings of the MTP • Safe space for participants to “get real” about the management challenges they face across teams, a chance to share best practices, and an opportunity to build camaraderie 44
  43. 43. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Manager Training Program Workshops Studio sessions Coaching 45
  44. 44. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Expanded efforts • Dens supported both by external professional and trained internal facilitators • Dens becoming decentralized out to remote offices and work being done to measure their impact • Teaming up with company which specializes in providing online professional development content to managers at tech companies to continuously improve managerial skills 46
  45. 45. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Sonar: a revised feedback process 47
  46. 46. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Why did we develop Sonar? • Improved fairness • Aligned feedback criteria with competency matrix • Designed guides to decrease unconscious bias • Improved brain-friendliness • Well-timed feedback • Aligned with science of what makes humans grow • Strengthened employee-manager partnerships 48
  47. 47. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps Types of roundtables • Best practices • Decision • Systems reviews • Council 49
  48. 48. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 1. What is important about the feedback system in your organization? What purpose(s) does it serve and what does it provide? 2. In constructing an ideal feedback system, what from your current system would you keep and why? What would you toss or tweak and why? 50
  49. 49. Michael Rembetsy @mrembetsy Patrick McDonnell @mcdonnps 51 Roundtable results at http://bit.ly/1Qlbhng

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