Lessons Learned The Hard Way - Scrum Gathering 2016
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With over 6 years’ experience leading Agile teams, from startups to big corporations, my biggest surprises (the bad ones) were actually in environments that seemed too good to be true. In a brutally honest talk, I’ll share my learnings on how autonomy, unlimited PTO and transparency can backfire and a lot of tips on how to deal with bad times. It took me a lot of books, mentoring, failures and a deep dive into personal development seminars to understand the WHY behind the failings in such excellent environments. Now it’s yours for free. Presented at Regional Scrum Gathering 2016 - Porto, Portugal
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Lessons Learned The Hard Way - Scrum Gathering 2016
- 5. Job: Software Developer @ Shitify.io Come join a team of the best <hyped_tech_here> devs ever. At Shitify we’re disrupting the shit industry by making shit happen. You: 5 years exp in a 2 yr old stack, scaled to millions, communication skills, deadlines, teamwork, ….. Salary according to experience Gym membership Travel to conferences New MacBook Pro with TouchBar! Monthly team drinks Continuous growth Office with ping-pong, pool, swimming pool, dog trainers, meditation area, pilates balls, 99 other incredible perks no- one ever uses Work anytime you want (daily meetings at 10:00) Remote work(did we mentionour office?) Location: San Francisco, CA
- 8. Diving into Personal Development
- 13. Safety first Extreme autonomy Focused on growth Transparency Fun
- 16. #1 Hiring: slow (*) Take as long as it takes, don’t hire “meh”s Focus on what they can bring, not what they lack Be brutally honest about your problems challenges Give them a REAL problem to solve over a few days Interact using your tools and processes
- 17. #2 Firing: fast Don’t bring the team down Try to make it a team decision It always pays off
- 18. #3 Onboarding: critical How would you like to be welcomed? Success depends on this Start with customer support Create an onboarding tool / handbook
- 19. #4 Quitters = raving fans “I’ll be back” Source of business, people, etc… Keep them involved (parties, chat, …)
- 20. #4 Get rid of toxic people One person can destroy a team Just do it. Now.
- 22. #6 Kill reviews. Implement regular team feedback sessions Provide a safe environment Learn to read people Focus on metrics Expose your vulnerabilities
- 23. #7 Autonomy and Empowerment Doesn’t mean “Drop me in the Jungle” Crystal clear goals, purpose and “rules” Encourage team experiments (processes, tools, etc…) Even when you *know* they’ll fail
- 24. #8 Remote + Hours 1 person remote = all company behaves remote Remote is NOT work from home Async communication More frequent check-ins Remote is a mindset
- 25. #9 Transparency (incl. Salaries) “Default to transparency” (Buffer) Some people can’t handle transparency Kill badmouthing immediately – speak Even if you don’t have all the answers Grow or fire them, never, ever, ever, try to soften their pains Focus on positive things – gratitude, growth, …
- 26. #10 Treat everyone like the responsible adult they areImagesourcehttp://izismile.com/2012/05/30/hilarious_drunk_and_wasted_people_part_4_34_pics-9.html
Editor's Notes
- If you look closely, these dysfunctions map to our needs and fears
- Growth = personal and business
- Mention Tiago
- Filipa Caldeira – Go, learn, then come back RUPEAL - Alumni
- Margarida, Ana, Bruno People will always complain before it happens, but everythig will be fine
- Remote, 20% time Etc… Stop trying to be cool!
- Metrics should be fine-tuned as a team
- Filipa Caldeira – Go, learn, then come back RUPEAL - Alumni
- Tell my remote story
- Filipa Caldeira – Go, learn, then come back RUPEAL - Alumni
- The biggest perk a company can give it+s employees