Three years of self-selection reteaming at Redgate Software
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For the past three years Redgate has run a self-selection reteaming process to shape how teams are assigned to reflect the company’s strategy for the year ahead. Our approach allows people to strongly influence which team they’re part of, encouraging them to move towards the work they find most engaging. We’ve found reteaming in this way to be good for our people, our teams and our products. Be inspired to try a self-selection process that works for you, building on the take-aways below: * The principles of self-determination and the value of providing staff with autonomy, master & purpose * What holds us back from self-selection both as leaders and participants * What happened when Redgate Software ran their self-selection process (Spoiler: Good things) * How to plan and run a considerate self-selection process - physically and remotely
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Three years of self-selection reteaming at Redgate Software
- 1. Chris Smith OR HOW I LEARNED TO STOP WORRYING AND LOVE TEAM SELF-SELECTION @cj_smithy
- 2. • When you change your team composition. • It's something that has always happened; we just may not have named it. • Teams will always change: • People leave and join teams • People leave and join organizations • Organizations create new teams, split teams, disband teams
- 5. • “Teams with stable membership perform better” • “Keep your teams the same for predictability” • “We don’t want to repeat the ‘forming, storming, norming & performing’ pattern for each project”
- 9. From Dynamic Reteaming, by Heidi Helfand. An ecocycle based on the adaptive cycle by Lance H. Gunderson and C.S. Holling, Panarchy; and Keith McCandless, Henri Lipmanowicz, and Fisher Qua, Liberating Structures
- 12. • To invest more in some areas, less in others and change focus for some teams • To break down silos and encourage wider connectedness • To spread knowledge, best practice and innovation throughout our teams • To enable personal growth and development
- 13. Team members have full freedom to move, form or disband teams when they choose Someone “at the top” has full control on team membership and lifecycle
- 14. HOW I LEARNED TO STOP WORRYING AND LOVE TEAM SELF-SELECTION
- 18. THE FEAR OF RETEAMING
- 19. WE CAN FIND A BALANCE • Respecting the principles of self-determination • While ensuring that the needs of the teams, business and your customers are met And • Reducing the anxiety and pressure that may be felt by individuals in the process
- 20. Team members have full freedom to move, form or disband teams when they choose Someone “at the top” has full control on team membership and lifecycle
- 27. Explore Exploit Sustain Retire Increase Serviceable Addressable Market Maximise Return on Investment Maximise Profit Find Product Market fit
- 29. • Aligns with our principle that people will be most engaged and motivated if they have autonomy, mastery and purpose • To match people’s skills, preference and motivation to the available work • To build a repeatable process to make these kinds of changes with our people not to them • It was recommended!
- 31. 15 working days in 2021 to new teams in place
- 32. 1. Communicate openly and regularly throughout the process 2. Share the range of things we need to achieve and the teams we need to create to achieve those things 3. Coach everyone through the process of figuring out where they would prefer to work and why 4. Collaboratively create the new team structure, basing team membership as much as possible on people's preferences 5. Support new & changing teams to form quickly
- 34. • All activities for reteaming took place virtually
- 38. • Percentage of engineers that were in a team that was their 1st preference: 77% in 2019 83% in 2020 83% in 2021 • Percentage of engineers that were in a team that was their 1st/2nd/3rd preference: 97% in 2019 97% in 2020 98% in 2021 • Percentage of people moving to join a new team: 33% in 2019 34% in 2020 37% in 2021
- 40. Reteaming participants were asked how strongly they agreed or disagreed with the following statements…
- 46. • Reteaming is an established, annual event • Changing your team has become normal • We’re better at forming teams and onboarding new team members • Software delivery performance is unaffected by reteaming • Good practices and behaviours spread naturally between teams • The wider development organisation feels more connected and collaborative • Our people support the process and we’ve seen benefits to our employer brand and hiring
- 47. READY TO FLY WITH RETEAMING?
- 48. References
- 49. @cj_smithy
- 50. @cj_smithy