Your SlideShare is downloading. ×
Ciklum Seminar Zurich June 20, 2012 - Ganna Matkovska (Ciklum)
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Ciklum Seminar Zurich June 20, 2012 - Ganna Matkovska (Ciklum)


Published on

Which are the relevant HR aspects to focus on, when establishing your own development team in Ukraine or Belarus? And which success patterns do we regularly see in the most productive teams? Ganna …

Which are the relevant HR aspects to focus on, when establishing your own development team in Ukraine or Belarus? And which success patterns do we regularly see in the most productive teams? Ganna Matkovska leads a team of over 40 recruiters and HR research specialists. She will share her experience based on hiring literally thousands of developers.

  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide


  • 1. www.ciklum.netHints from HR - building successful andmotivated remote team June 2012
  • 2. Our Philosophy 2
  • 3. 3.0 world- what makes people motivated flat connected mobile
  • 4. motivation 3.0 world Most frequently What they are really mentioned motivators saying Opportunity to AUTONOMY= make decisions Responsibility Interesting tasks Increase competence MASTERY Developing real Making a difference product, knowing PURPOSE overall aim, belonging to something big 4
  • 5. 3.0 World, motivated teamsomeone needs to build it and others will follow 5
  • 6. Rule number 1:There must be someone on yourside who wants to build this team, succeed with this team, driveit to success!Rule number 2:There must be someone off shore, on our side having the sameaim and vision!No matterhow high techit gets: it’s about people. 6
  • 7. Rule number 3:Come regularly, visit your team, bring your team on sideengage them, share the info, get involved! 7
  • 8. Our Philosophy 8
  • 9. “Scrum is not a methodology –it is a pathway” - Ken Schwaber 2005 9
  • 10. Scrum valuesCourageIt takes courage to call out problems, ask for help, offer help,receive it. It takes courage to make decisions and to say noFocusConcentration of attention, when you focus- you can learn, digdeeper and understand betterCommitmentIt is about conscious commitment, doing a promise together andmake everything to keep it. It is about setting priorities and makethem happened 10
  • 11. Scrum valuesRespect/ TrustOn a practical level it means taking someones feelings, needs,thoughts, ideas and preferences into consideration. Take themseriously and give them thoughts and value. It also meansaccepting them and their individualityOpennessIt is a high level of transparency, level of being not secretive.Openly share thoughts, worries, issues, feelings- to open themwith the aim to understand each other better, quicker and makeit more comfortable and easy to work together, to bring betterresults 11
  • 12. Scrum is a new way of thinking 12
  • 13. How to make Rule number 2happen. (There must be someone off shore, on our sidehaving the same aim and vision)How to selectYOURright one 13
  • 14. Interview-checking if you are on the same pageCheck if the person shares your vision:Ex: If you are looking for a Scrum master/Technical lead/…ask what is the Scrum Master/TL/…for the candidate; whohe/she believes is a professional SM/TL/…*CompareCheck if the person shares your criteria of success:Ex: Ask what he/she would regard assuccess of the team, product, cooperation*Compare 14
  • 15. InterviewCheck if his/her motivation factors are close to you, you shareand UNDERSTAND them. If you enjoy similar things at work.Ask if he/she likes Swiss chocolate?Ask what make him/her happy at workWhat he/she enjoys doingand achievingWhat was his/her best joband whyWhat was his/her biggestachievements 15
  • 16. Interview-checking people management skillsCheck how the person motives people:Ex: what he would do if he sees everyone is preforming well, ifdeadlines are met….if someone in the team would make anoutstanding jobCheck how the person deals with difficult situations in the team:Ex: how he would deal withnot motivated/low-performing colleague 16
  • 17. InterviewCheck how proactive the person is:Ask case questions:What would you do if you see that you/the team will not stick topromises/will not meet deadline…?What would you do if you see quality is poor?What would you do if you seethe decision we made was not the rightone? 17
  • 18. InterviewCheck if the person looks for solution or looks for obstacles:Ex: Ask what obstacles he used to face at his previous/currentjob and dig into this:-why he thinks they appeared-who caused them-could he influence-what would he do if he wasgiven all the authority toovercome them 18
  • 19. InterviewCheck if the person expects from you what you are going togive:Ask what he/she expects from his managerAsk who was his/her bestmanager and whyAsk what he/she respects inpeople andwhat he dislikes 19
  • 20. Select your right one andenjoy building your motivated team! 20