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

7. Wooga makes games

8. Independent teams Art Product BE Dev FE Dev Each team makes one game owning it completely

9. 2009: 20 employees

10. 2013: 250+ employees

11. Scaling the company by adding game teams

12. Wooga is an incubator for game team startups

13. Game Teams

14. Small teams Start small, grow if successful Prototyping Production Live 2 members 6 - 10 members 8 - 15 members

15. Agile? Sure, but following values not methods agilemanifesto.org

16. Teams can ignore CEO’s advice and decide themselves Independence

17. Freedom

18. Constraints • • • Weekly rhythm Transparency Fail fast

19. Standard Framework

20. 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

21. Responsibility keeps freedom in check

22. The game team is responsible for ops & biz “You build it, you run it.” - Werner Vogels

23. Small team + freedom => maximum impact for everyone Impact

24. Perfect recipe to attract great developers Small teams Agile principles Independence

25. The tradeoﬀ: Threat of anarchy and chaos humanepursuits.com/2012/04/05/anarchy-on-your-lapto

26. Teams collaborate instead of competing Good counter for ‘anarchy’ Collaboration

27. Exchanging Knowledge ﬂickr.com/photos/swamibu/2868288357

28. Exchanging Knowledge Share knowledge by talking (less writing) ﬂickr.com/photos/wili/233621595

29. Communication Channels ... ACROSS teams!

30. Facebook groups are perfect for bug reports!

31. Skype chats by ‘role’ across teams

32. Weekly status The weekly heartbeat of the company ﬂickr.com/photos/photomonkey/12746989

33. Mandatory all hands every mandatory - 15 minutes only Monday Morning

34. Optional info meetings by the game teams

35. Meetups Perfect for networking... ﬂickr.com/photos/mictlan74/3374564653

36. 5mof Monthly lightning talk meetups by topic

37. Listen at lunch time, then get free food :-) Brown bag lunch ﬂickr.com/photos/rheinitz/8499706723

38. Being transparent Don’t hide mistakes, make your team comparable ﬂickr.com/photos/marcomagrini/698692268

39. Open Source All code is available to everyone else in the company

40. Only good libraries will be used by other teams

41. No budgets - no problems to get dashboards up Open Status

42. Monitoring data is available to other teams

43. The key: Default is making data available Open Data

44. Daily reports with KPIs for all games (old version here)

45. Easy to get historical KPIS, too

46. Simple but important: How to ﬁnd someone...

47. Personal trust removes barriers ﬂickr.com/photos/gviciano/4060850226 Meeting people

48. Parties Special badge for those who see the sun coming up! ﬂickr.com/photos/clearpathchiropractic/7864063782

49. Lunch Eating together reduces barriers ﬂickr.com/photos/kitchen/26313635

50. Backend lunch 3 years of the same pizza, but I still go there every week... ﬂickr.com/photos/m_power/115186679

51. Random groups of all employees, company pays Mystery lunch ﬂickr.com/photos/omcoc/8350510425

52. Have ONE central place where people meet One kitchen ﬂickr.com/photos/philipyk/160559925

53. Wooga’s kitchen area...

54. ... with photos of all employees

55. Collaboration distributes knowledge Share knowledge Be open and transparent Build a community

56. People

57. Hiring ﬂickr.com/photos/vgm8383/2803305840

58. Finding unicorns ﬂickr.com/photos/vgm8383/2803305840

59. Lifelong learning Most important trait for a dev ﬂickr.com/photos/carlosporto/775089650

60. Open, sharing, motivated ... Social Fit

61. Tech Crunch Series of interviews for ﬁnal decision on hiring

62. Developers do Tech Crunch and ‘vote’ at the end

63. Feedback Not only helps improving, but shows appreciation!

64. Feedback • • • • • Feedback based on peers - works nicely Declare peers Send questionnaire Interview peers Summarize feedback Feedback Talk

65. Trust How does a company sees its employees?

66. “Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.” - Agile Manifesto

67. Only works because you CAN trust people 3 managers 80 developers

68. Hire good people, then get out of their way! In doubt, don’t hire Provide feedback Trust people

69. Wooga in a nutshell Unabängige Teams Transparenz Vertrauen

70. Same approach, but it’s even in the name! :-)

71. Check out the article at http:// tcrn.ch/19QWs6z

72. Grandfather of ‘service teams’ ;-)

73. Works for Wooga, works for others! Unabängige Teams Transparenz Vertrauen

74. Give it a try! Es funktioniert

75. 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

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