Wie skaliert man eine Firma (DevCon 2013)
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Wooga ist einer der weltweit erfolgreichsten Anbieter von Social Games für Web und Mobile. In den letzten drei Jahren hat sich die Anzahl der Mitarbeiter jeweils mehr als verdoppelt, aber der Kern der Unternehmensstruktur blieb unverändert: Im Mittelpunkt stehen Game-Teams, jeweils aufgestellt wie ein kleines, agiles Start-up, die zusammen das große Ganze bilden. So gelang es Wooga, seine Kultur zu erhalten, die in der Verantwortung und Entscheidungsfreiheit der Einzelnen die Basis ist. Jesper wird darüber sprechen, wie das in der Praxis funktioniert und wie es trotz der Autonomie der Teams möglich bleibt, Innovationen von einem Team auf andere zu übertragen.
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Wie skaliert man eine Firma (DevCon 2013)
- 1. Why are big companies so demotivating? What motivates developers anyway? Wie skaliert man eine Firma? Jesper Richter-Reichhelm (@rirei)
- 2. Money is important ... but intrinsic motivation is even more important
- 3. Check out his TED talk at http:// bit.ly/1gqPsVe • • • Daniel Pink Autonomy Mastery Purpose
- 4. Linda Rising • • • Check out her keynote at http:// bit.ly/1fJ87dz Purpose Making progress Reaching goals daily
- 5. My takeaway • • • • Self organization Improving yourself Incremental work Meaningful work
- 6. Company takeaways • • • • • Organize a company to maximize motivation Small teams Collaboration Innovation Agile principles Team as Function
- 8. Independent teams Art Product BE Dev FE Dev Each team makes one game owning it completely
- 14. Scaling the company by adding game teams
- 17. Wooga is an incubator for game team startups
- 18. Game Teams
- 19. Small teams Start small, grow if successful Prototyping Production Live 2 members 6 - 10 members 8 - 15 members
- 20. Agile? Sure, but following values not methods agilemanifesto.org
- 21. Teams can ignore CEO’s advice and decide themselves Independence
- 22. Freedom
- 25. Diversity breeds innovation n or anba m, K c ru lse? S ing e eth som T ls? oo Data Fram ewo rk Innovation Cent er? ming gram Pro age? angu L ? Exte rnal Serv ices? Innovation allows self improvement and learning
- 27. The game team is responsible for ops & biz “You build it, you run it.” - Werner Vogels
- 28. Small team + freedom => maximum impact for everyone Impact
- 29. Perfect recipe to attract great developers Small teams Agile principles Independence
- 30. The tradeoff: Threat of anarchy and chaos humanepursuits.com/2012/04/05/anarchy-on-your-lapto
- 31. Teams collaborate instead of competing Good counter for ‘anarchy’ Collaboration
- 33. Exchanging Knowledge Share knowledge by talking (less writing) flickr.com/photos/wili/233621595
- 35. Facebook groups are perfect for bug reports!
- 36. Skype chats by ‘role’ across teams
- 37. Weekly status The weekly heartbeat of the company flickr.com/photos/photomonkey/12746989
- 38. Mandatory all hands every mandatory - 15 minutes only Monday Morning
- 39. Optional info meetings by the game teams
- 41. 5mof Monthly lightning talk meetups by topic
- 42. Listen at lunch time, then get free food :-) Brown bag lunch flickr.com/photos/rheinitz/8499706723
- 43. Being transparent Don’t hide mistakes, make your team comparable flickr.com/photos/marcomagrini/698692268
- 44. Open Source All code is available to everyone else in the company
- 45. Only good libraries will be used by other teams
- 46. No budgets - no problems to get dashboards up Open Status
- 47. Monitoring data is available to other teams
- 48. The key: Default is making data available Open Data
- 49. Daily reports with KPIs for all games (old version here)
- 50. Easy to get historical KPIS, too
- 51. Simple but important: How to find someone...
- 53. Parties Special badge for those who see the sun coming up! flickr.com/photos/clearpathchiropractic/7864063782
- 55. Backend lunch 3 years of the same pizza, but I still go there every week... flickr.com/photos/m_power/115186679
- 56. Random groups of all employees, company pays Mystery lunch flickr.com/photos/omcoc/8350510425
- 57. Have ONE central place where people meet One kitchen flickr.com/photos/philipyk/160559925
- 59. ... with photos of all employees
- 61. People
- 64. Lifelong learning Most important trait for a dev flickr.com/photos/carlosporto/775089650
- 67. Tech Crunch Series of interviews for final decision on hiring
- 68. Developers do Tech Crunch and ‘vote’ at the end
- 69. Feedback Not only helps improving, but shows appreciation!
- 70. Feedback • • • • • Feedback based on peers - works nicely Declare peers Send questionnaire Interview peers Summarize feedback Feedback Talk
- 71. Trust How does a company sees its employees?
- 73. “Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.” - Agile Manifesto
- 74. Only works because you CAN trust people 3 managers 80 developers
- 75. Hire good people, then get out of their way! In doubt, don’t hire Provide feedback Trust people
- 78. Wooga in a nutshell Unabängige Teams Transparenz Vertrauen
- 79. Same approach, but it’s even in the name! :-)
- 80. Check out the article at http:// tcrn.ch/19QWs6z
- 81. Grandfather of ‘service teams’ ;-)
- 82. Works for Wooga, works for others! Unabängige Teams Transparenz Vertrauen
- 83. Give it a try! Es funktioniert
- 84. Fragen? • • • • Daniel Pink Linda Rising Spotify Blog Wooga Talks bit.ly/1gqPsVe bit.ly/1fJ87dz tcrn.ch/19QWs6z woo.ga/backend • Jesper @jrirei Check out other slides at http:// woo.ga/backend