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What it means to be Pukka
- 2. Help the motorsport events community live their passion through technology & services This deck explains what we look for in people to pursue this goal. Culture is to recruiting as product is to marketing. Customers are attracted to great product and talent is attracted to great culture. OUR MISSION
- 3. • SERIOUS ABOUT FUN • GOOD JUDGMENT • CUSTOMER > TEAM > SELF • EYES UP • EXECUTION OVER IDEAS • TIME OFF IS PART OF THE JOB • MERIT OVER SENIORITY OUR TEAM MANTRAS
- 4. • We enable fun, not save lives • But enthusiasts take it seriously! Much time, money & ego is spent pursuing their passion! • We serve as facilitators of fun; emphasis on serve • We’re professional but not formal; fun but not silly; gracious but not presumptuous SERIOUS ABOUT FUN
- 5. • This is how we empower everyone to make day-to-day decisions • 100s of pages of manuals can be distilled to this • If you’re on the team, we trust you to do the smart thing; do the right thing • Prefer systems over policies to prevent mistakes • Own mistakes openly and apologize sincerely USE GOOD JUDGMENT
- 6. • Solve for the customer, then team, then self • Customer > Team; don’t prioritize the team’s interests at the expense of the customer. The customer’s interest is in our long term interest. • Team > Self; don’t prioritize personal interests at the expense of the company. Be a team player, not a politician. • If we prioritize the customer, shouldn’t everything just be free? No! In order to deliver on our mission of helping enthusiasts pursue their passion, we have to charge. CUSTOMER TEAM SELF
- 7. • On track, “eyes up” means looking far ahead to anticipate and go fast. Same principle applies to business. • We value individual mastery and constant growth • We are a small team by design - our ambition is to be the best team, not the biggest team • Everyone owns identifying opportunities • Just doing our job is not doing our job - if we see a piece of trash on the floor, we stop and pick it up EYES UP
- 8. • There is no substitute for doing • We all have great ideas but must choose carefully what to do AND what not to do • Work whenever, wherever – pick the time and place that optimizes for getting things done • Hours spent != Value created • RESULTS, RESULTS, RESULTS EXECUTION OVER IDEAS
- 9. • We mandate at least two weeks of vacation • Hard work requires breaks • Essential to recharge, reflect and stay inspired personally and professionally • Work + Life integration vs. balance Balance suggests strict separation Integration offers freedom and control: blog at 7am, gym at 9:30, customer call at 11, laundry at noon, answer email at 2, play with dog & kid at 5:30, write code at 8. Find harmony rather than tension TIME OFF IS PART OF THE JOB
- 10. • Tenure or title don’t dictate which ideas are best • Dissent is encouraged to challenge assumptions • Validate ideas through testing • Debates are settled with data and metrics MERIT OVER SENIORITY
- 11. IMPACTFUL ADAPTABLE CONSCIENTIOUS TRANSPARENT HUSTLE We value individual contribution and self- management. There is only room for do- ers here. We are like a sports team where everyone gives 100% and holds teammates to same. These are the qualities by which we hire, reward and fire. PUKKA PEOPLE ARE…
- 12. IMPACTFUL • Team can rely on consistently strong performance • Accomplishes amazing amount of important work • Predisposed to action
- 13. ADAPTABLE • Jump out of the airplane and assemble the parachute on the way down • Change is the only constant • Permanently curious • Life-long learner • Focus on self-improvement
- 14. CONSCIENTIOUS • Self-aware • Self-critical • Self-motivating • Self-disciplined • Follow through to completion • Don’t need to be closely managed • Picks up that trash on the floor “because”
- 15. TRANSPARENT • Open and honest with others & with ourselves • Share knowledge and data thru teaching & connecting • Be authentic with each other and with customers
- 16. HUSTLE • Never be satisfied; the job is never done • Challenge assumptions • Persistence and consistency are rewarded over the long run
- 17. We try to embody these values every day but it’s hard & we’re not perfect. Like any team, we field our “A” squad and are each responsible to hold each other accountable to strong performances. THANK YOU
Editor's Notes
- Attempts to answer the questions: What kind of company do we want people to think we are? What kind of company do we want to be?“ How does what I do on a daily basis contribute to the future of the company
- Support like family – people come for the cars but stay for the people, and it is they who we serve. Motorsports is a family, so we want them to think, “wow, I can’t believe they go that far for me” Get the details right – Brian not Brain. BMW CCA not BMWCCA.
- Work-Life balance is typically defined as X hours in the office and Y hours with friends and family. It’s like day and night. But in our small team, where each of us cares about doing a great job and feels responsible to our customers, where you can work from anywhere with flexibility, that doesn’t make sense. Instead, work-life integration is more like yin and yang, with work and life intertwined, where each is done when and where necessary to accomplish our goals.
- good ideas should be voiced and won’t be shot down due to seniority You should be prepared to make a case and defend your ideas
- If we can systematize something rather than create a policy, we do. For example, some tickets in deferred FD issues were missed. Rather than add a line-item to some document somewhere to check it weekly, we simply added a calendar reminder to check it every 2 weeks. No need to remember anything because the system enforces the action we require. Our sales tag or new lead email are similar examples – the process is systematized which eliminates the need to document, train and remember a policy.
- We should include integrity here, because it is important to know when/what to share and when not to. We are trusted with lots of confidential data that must stay confidental.
- I can also refer to hungry as “hustle” – running out every ground ball to 1st base every time, never taking it for granted you’ll be thrown out. When we get complacent is when we will stray off course. Stay hungry and keep winning. Could also be “passion”.
- Selling flexibility of working from home or the culture that people would quit their corporate job because this is even better? The way we sell those two things is quite different. Where the upside is very unclear – probably can’t compete on just the financials alone We would be selling that they could go tell their friends in motorsports they work at MSR and they would think that’s cool, rather than tell mom they work at apple and have her be impressed. Today we are a “tool” provider, but this suggests that we are “at the center” or “living the dream”