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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