Why are big
companies so
demotivating?

What motivates
developers
anyway?

Wie skaliert man eine Firma?
Jesper Richter-Rei...
Money is
important ...

but intrinsic
motivation is even
more important
Check out his
TED talk at http://
bit.ly/1gqPsVe

•
•
•

Daniel Pink

Autonomy
Mastery
Purpose
Linda Rising
•
•
•

Check out her
keynote at http://
bit.ly/1fJ87dz

Purpose
Making progress
Reaching goals daily
My takeaway
•
•
•
•

Self organization
Improving yourself
Incremental work
Meaningful work
Company takeaways
•
•
•
•
•
Organize a
company to
maximize
motivation

Small teams
Collaboration
Innovation
Agile principl...
Wooga makes
games
Independent teams
Art

Product

BE Dev

FE Dev

Each team
makes one game owning it
completely
2009: 20 employees
2013: 250+ employees
Scaling the
company by adding
game teams
Wooga is an
incubator for game
team startups
Game Teams
Small teams

Start small, grow if
successful

Prototyping

Production

Live

2 members

6 - 10 members

8 - 15 members
Agile? Sure, but
following values not
methods
agilemanifesto.org
Teams can
ignore CEO’s
advice and decide
themselves

Independence
Freedom
Constraints
•
•
•

Weekly rhythm
Transparency
Fail fast
Standard Framework
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?

...
Responsibility
keeps freedom in
check
The game team
is responsible for
ops & biz

“You build it, you run it.”
- Werner Vogels
Small team
+ freedom =>
maximum impact
for everyone

Impact
Perfect recipe to
attract great
developers

Small
teams

Agile
principles

Independence
The tradeoff:
Threat of anarchy
and chaos

humanepursuits.com/2012/04/05/anarchy-on-your-lapto
Teams
collaborate instead
of competing

Good counter for
‘anarchy’

Collaboration
Exchanging Knowledge

flickr.com/photos/swamibu/2868288357
Exchanging Knowledge

Share
knowledge by
talking (less
writing)

flickr.com/photos/wili/233621595
Communication
Channels

... ACROSS teams!
Facebook
groups are perfect
for bug reports!
Skype chats by
‘role’ across teams
Weekly status

The weekly
heartbeat of the
company

flickr.com/photos/photomonkey/12746989
Mandatory
all hands every
mandatory - 15
minutes only

Monday Morning
Optional info
meetings by the
game teams
Meetups

Perfect for
networking...
flickr.com/photos/mictlan74/3374564653
5mof

Monthly
lightning talk
meetups by topic
Listen at lunch
time, then get free
food :-)

Brown bag lunch

flickr.com/photos/rheinitz/8499706723
Being transparent

Don’t hide
mistakes, make
your team
comparable

flickr.com/photos/marcomagrini/698692268
Open Source

All code is
available to
everyone else in
the company
Only good
libraries will be
used by other
teams
No budgets - no
problems to get
dashboards up

Open Status
Monitoring data
is available to other
teams
The key: Default
is making data
available

Open Data
Daily
reports with KPIs
for all games (old
version here)
Easy to get
historical KPIS, too
Simple but
important: How to
find someone...
Personal trust
removes barriers

flickr.com/photos/gviciano/4060850226

Meeting people
Parties

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

Eating together
reduces barriers

flickr.com/photos/kitchen/26313635
Backend lunch

3 years of
the same pizza,
but I still go there
every week...
flickr.com/photos/m_power/115186679
Random groups
of all employees,
company pays

Mystery lunch

flickr.com/photos/omcoc/8350510425
Have ONE
central place where
people meet

One kitchen

flickr.com/photos/philipyk/160559925
Wooga’s kitchen
area...
... with photos of
all employees
Collaboration
distributes
knowledge

Share
knowledge

Be open and
transparent

Build a
community
People
Hiring

flickr.com/photos/vgm8383/2803305840
Finding unicorns

flickr.com/photos/vgm8383/2803305840
Lifelong
learning

Most important
trait for a dev

flickr.com/photos/carlosporto/775089650
Open, sharing,
motivated ...

Social Fit
Tech Crunch

Series of
interviews for final
decision on hiring
Developers do
Tech Crunch and
‘vote’ at the end
Feedback

Not only
helps improving,
but shows
appreciation!
Feedback
•
•
•
•
•
Feedback based
on peers - works
nicely

Declare peers
Send questionnaire
Interview peers
Summarize feed...
Trust

How does a
company sees its
employees?
“Build projects around
motivated individuals.
Give them the
environment and
support they need,
and trust them to get
the j...
Only works
because you CAN
trust people

3 managers

80 developers
Hire good
people, then get
out of their way!

In doubt,
don’t hire

Provide
feedback

Trust
people
Wooga in a nutshell

Unabängige Teams
Transparenz
Vertrauen
Same approach,
but it’s even in the
name! :-)
Check out the
article at http://
tcrn.ch/19QWs6z
Grandfather of
‘service teams’ ;-)
Works for Wooga,
works for others!

Unabängige Teams
Transparenz
Vertrauen
Give it a try!

Es funktioniert
Fragen?
•
•
•
•

Daniel Pink
Linda Rising
Spotify Blog
Wooga Talks

bit.ly/1gqPsVe
bit.ly/1fJ87dz
tcrn.ch/19QWs6z
woo.ga/b...
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma (DevCon 2013)
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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. 1. Why are big companies so demotivating? What motivates developers anyway? Wie skaliert man eine Firma? Jesper Richter-Reichhelm (@rirei)
  2. 2. Money is important ... but intrinsic motivation is even more important
  3. 3. Check out his TED talk at http:// bit.ly/1gqPsVe • • • Daniel Pink Autonomy Mastery Purpose
  4. 4. Linda Rising • • • Check out her keynote at http:// bit.ly/1fJ87dz Purpose Making progress Reaching goals daily
  5. 5. My takeaway • • • • Self organization Improving yourself Incremental work Meaningful work
  6. 6. Company takeaways • • • • • Organize a company to maximize motivation Small teams Collaboration Innovation Agile principles Team as Function
  7. 7. Wooga makes games
  8. 8. Independent teams Art Product BE Dev FE Dev Each team makes one game owning it completely
  9. 9. 2009: 20 employees
  10. 10. 2013: 250+ employees
  11. 11. Scaling the company by adding game teams
  12. 12. Wooga is an incubator for game team startups
  13. 13. Game Teams
  14. 14. Small teams Start small, grow if successful Prototyping Production Live 2 members 6 - 10 members 8 - 15 members
  15. 15. Agile? Sure, but following values not methods agilemanifesto.org
  16. 16. Teams can ignore CEO’s advice and decide themselves Independence
  17. 17. Freedom
  18. 18. Constraints • • • Weekly rhythm Transparency Fail fast
  19. 19. Standard Framework
  20. 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. 21. Responsibility keeps freedom in check
  22. 22. The game team is responsible for ops & biz “You build it, you run it.” - Werner Vogels
  23. 23. Small team + freedom => maximum impact for everyone Impact
  24. 24. Perfect recipe to attract great developers Small teams Agile principles Independence
  25. 25. The tradeoff: Threat of anarchy and chaos humanepursuits.com/2012/04/05/anarchy-on-your-lapto
  26. 26. Teams collaborate instead of competing Good counter for ‘anarchy’ Collaboration
  27. 27. Exchanging Knowledge flickr.com/photos/swamibu/2868288357
  28. 28. Exchanging Knowledge Share knowledge by talking (less writing) flickr.com/photos/wili/233621595
  29. 29. Communication Channels ... ACROSS teams!
  30. 30. Facebook groups are perfect for bug reports!
  31. 31. Skype chats by ‘role’ across teams
  32. 32. Weekly status The weekly heartbeat of the company flickr.com/photos/photomonkey/12746989
  33. 33. Mandatory all hands every mandatory - 15 minutes only Monday Morning
  34. 34. Optional info meetings by the game teams
  35. 35. Meetups Perfect for networking... flickr.com/photos/mictlan74/3374564653
  36. 36. 5mof Monthly lightning talk meetups by topic
  37. 37. Listen at lunch time, then get free food :-) Brown bag lunch flickr.com/photos/rheinitz/8499706723
  38. 38. Being transparent Don’t hide mistakes, make your team comparable flickr.com/photos/marcomagrini/698692268
  39. 39. Open Source All code is available to everyone else in the company
  40. 40. Only good libraries will be used by other teams
  41. 41. No budgets - no problems to get dashboards up Open Status
  42. 42. Monitoring data is available to other teams
  43. 43. The key: Default is making data available Open Data
  44. 44. Daily reports with KPIs for all games (old version here)
  45. 45. Easy to get historical KPIS, too
  46. 46. Simple but important: How to find someone...
  47. 47. Personal trust removes barriers flickr.com/photos/gviciano/4060850226 Meeting people
  48. 48. Parties Special badge for those who see the sun coming up! flickr.com/photos/clearpathchiropractic/7864063782
  49. 49. Lunch Eating together reduces barriers flickr.com/photos/kitchen/26313635
  50. 50. Backend lunch 3 years of the same pizza, but I still go there every week... flickr.com/photos/m_power/115186679
  51. 51. Random groups of all employees, company pays Mystery lunch flickr.com/photos/omcoc/8350510425
  52. 52. Have ONE central place where people meet One kitchen flickr.com/photos/philipyk/160559925
  53. 53. Wooga’s kitchen area...
  54. 54. ... with photos of all employees
  55. 55. Collaboration distributes knowledge Share knowledge Be open and transparent Build a community
  56. 56. People
  57. 57. Hiring flickr.com/photos/vgm8383/2803305840
  58. 58. Finding unicorns flickr.com/photos/vgm8383/2803305840
  59. 59. Lifelong learning Most important trait for a dev flickr.com/photos/carlosporto/775089650
  60. 60. Open, sharing, motivated ... Social Fit
  61. 61. Tech Crunch Series of interviews for final decision on hiring
  62. 62. Developers do Tech Crunch and ‘vote’ at the end
  63. 63. Feedback Not only helps improving, but shows appreciation!
  64. 64. Feedback • • • • • Feedback based on peers - works nicely Declare peers Send questionnaire Interview peers Summarize feedback Feedback Talk
  65. 65. Trust How does a company sees its employees?
  66. 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. 67. Only works because you CAN trust people 3 managers 80 developers
  68. 68. Hire good people, then get out of their way! In doubt, don’t hire Provide feedback Trust people
  69. 69. Wooga in a nutshell Unabängige Teams Transparenz Vertrauen
  70. 70. Same approach, but it’s even in the name! :-)
  71. 71. Check out the article at http:// tcrn.ch/19QWs6z
  72. 72. Grandfather of ‘service teams’ ;-)
  73. 73. Works for Wooga, works for others! Unabängige Teams Transparenz Vertrauen
  74. 74. Give it a try! Es funktioniert
  75. 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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