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Culture at DoYouBuzz
v0.1
As with everything we do and ourselves, this
document is a continual work in progress.
We try to show here the culture we share at
DoYouBuzz. We try to explain values that we
really value. And how we work.
V0.1 was edited in July 2014
Always work in progress Def : “Organizational culture is the
behavior of humans within an
organization and the meaning that
people attach to those behaviors. Culture
includes the organization's vision,
values, norms, systems, symbols,
language, assumptions, beliefs, and
habits. It is also the pattern of such
collective behaviors and assumptions
that are taught to new organizational
members as a way of perceiving, and
even thinking and feeling.
Organizational culture affects the way
people and groups interact with each
other, with clients, and with
stakeholders.” (Wikipedia)
See good examples with Buffer & Netflix
Culture eats strategy
Why culture is so important ?
It’s best to hire a person with 60% skills and 100% culture, than the opposite.
In a startup company, with smart people, a strong culture is a very good way to
align people, motivate them in a long-term perspective, attract and keep the
best, etc.
Strategy is too rigid in the actual world. What you really need are smart people,
fully-commited, with common and high objectives, who take initative every
days, who learn everyday, and who love to work together.
# What are our dreams ?
We want some fun.
We want to be part of a great team.
We want a good pay.
We want to break free.
...from oppression and routine
We want happy customers.
We want to have some impact in this world.
# Culture @ DYB
10 aspects of our culture
#1 I work in tech.
#2 Bring cupcakes please.
#3 All designers.
#4 Try. Yoda was wrong.
#5 Freedom & responsability
#6 Transparency.
#7 Respect and solidarity.
#8 Determination.
#9 Bienveillance.
#10 Personal development.
#1 I work in tech !
We love technology, good products and good startups.
#2 Bring cupcakes please.
Fun is the most important thing at work.
#3 All designers.
7 brains > 1 brain.
#4 Yoda was wrong.
Try and fail. Fast.
#5 Freedom & responsibility
#6 Transparency
Be honest. Track & share. No bullshit.
#7 Respect & solidarity
#8 Determination
Success consists of going from failure to
failure without loss of enthusiasm.
Winston Churchill
#9 Bienveillance
#10 Personal development
# New way to work
Flextime.
Remote work.
Take risk. Be positive.
In data we trust.
Get an eye on best practices.
Read books and blogs, talk with your ecosystem, learn.
Short meetings. With goals, and reporting.
DoYouBuzz Culture v0.1

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DoYouBuzz Culture v0.1

  • 2. As with everything we do and ourselves, this document is a continual work in progress. We try to show here the culture we share at DoYouBuzz. We try to explain values that we really value. And how we work. V0.1 was edited in July 2014 Always work in progress Def : “Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders.” (Wikipedia)
  • 3. See good examples with Buffer & Netflix
  • 5. Why culture is so important ? It’s best to hire a person with 60% skills and 100% culture, than the opposite. In a startup company, with smart people, a strong culture is a very good way to align people, motivate them in a long-term perspective, attract and keep the best, etc. Strategy is too rigid in the actual world. What you really need are smart people, fully-commited, with common and high objectives, who take initative every days, who learn everyday, and who love to work together.
  • 6.
  • 7. # What are our dreams ?
  • 9. We want to be part of a great team.
  • 10. We want a good pay.
  • 11. We want to break free. ...from oppression and routine
  • 12.
  • 13. We want happy customers.
  • 14. We want to have some impact in this world.
  • 15. # Culture @ DYB
  • 16. 10 aspects of our culture #1 I work in tech. #2 Bring cupcakes please. #3 All designers. #4 Try. Yoda was wrong. #5 Freedom & responsability #6 Transparency. #7 Respect and solidarity. #8 Determination. #9 Bienveillance. #10 Personal development.
  • 17. #1 I work in tech ! We love technology, good products and good startups.
  • 18. #2 Bring cupcakes please. Fun is the most important thing at work.
  • 19. #3 All designers. 7 brains > 1 brain.
  • 20. #4 Yoda was wrong. Try and fail. Fast.
  • 21. #5 Freedom & responsibility
  • 22. #6 Transparency Be honest. Track & share. No bullshit.
  • 23. #7 Respect & solidarity
  • 24. #8 Determination Success consists of going from failure to failure without loss of enthusiasm. Winston Churchill
  • 27. # New way to work
  • 30. Take risk. Be positive.
  • 31. In data we trust.
  • 32. Get an eye on best practices. Read books and blogs, talk with your ecosystem, learn.
  • 33. Short meetings. With goals, and reporting.

Editor's Notes

  1. Def : https://en.wikipedia.org/wiki/Organizational_culture In french : http://fr.wikipedia.org/wiki/Culture_D'entreprise La culture d'entreprise peut être définie comme l’ensemble des éléments particuliers qui expliquent les bases du fonctionnement d’une organisation(entreprise privée, publique...). Elle est, dans un certain sens, un ensemble de valeurs, de mythes, de rites, de tabous et de signes partagés par la majorité des intervenants1. “Work in progress” means If you see something that cause a problem to you, just speak about it. We can change words, erase and add stuffs, insert new concepts… Just talk, please. More of that, culture is moving with time. Values that we really value Enron, whose leaders went to jail, and which went bankrupt from fraud, had these values displayed in their lobby : Integrity, Communication, Respect, Excellence. (These values was not, however, what was really valued at Enron) => No big words. We have to be sincere.
  2. We all take it !! But we have to define our own priorities and values. We have to insist on specific stuff at DYB. 1st, at DYB, we like beautiful pictures and funny animated gif. http://fr.slideshare.net/Bufferapp/buffer-culture-04 http://fr.slideshare.net/reed2001/culture-1798664
  3. Graph from Spotify engineering culture big pic here : https://spotifylabscom.files.wordpress.com/2014/03/spotify-engineering-culture-part1.jpeg video motion : http://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/
  4. Think about what we really want.
  5. For our girlfriends, DYB is like a playgroung for kids. They see us going to work with smile. Don’t change that.
  6. We want to pay top of the market + advantages (health, lunch ticket) + generous holidays (6 weeks) + performance primes (asap) We want to build our own salary politic, and make it public. Being fair, with almost no negociation. Opportunity to become a partner open to all employees with 1 year experience at DYB As Mark Zuckerberg said : “We don’t build services to make money; we make money to build better services.” (with the best
  7. #2 Freedom Best working conditions Breaking free from oppression or routine No pyramid. Trust. Flexibility. Nomad style In exchange of what, we expect to have happy employees and partners, very motivated, who learn fast, who try and fail fast, who never give up, who always plan & measure, who share their work, and most important, who do a very great job!
  8. Impact. Ambition. 100M users. Be seen from the moon.
  9. Boite de techos Fun All designers Team spirit (entraide, unité, respect) No bullshit Empathy, “Bienveillance”, Respect,User first Impact / Sens / Utilité Excellence Transparence Pas de blabla Développement personnel Humilité Liberté
  10. We are a true web startup. We have experience in consulting, services, media, but what we prefer is about design b2C web products and try to attract millions users. #1 Important to assume this identity. Don’t try to use BIG words, trying to be serious, cause we offer CV and professional stuff. #2 It’s to be performant in B2B with large account if you originally set a b2c true funcking software company
  11. Have fun. Bring fun. “Because when you code, you consume sugar and fat this is why you often need to refill”, Thomas Belin
  12. After many years working on DYB, talking with users and friends, we all have an intimate experience with this product. We don’t know from where will come the next big idea. Maybe it will be a user, our next technical trainee or one of our “official” designers. If you have no idea about the future of this product then we have a big problem. Maybe your place is not inside a startup.
  13. Fail often, fail fast. Make test. Avoid long debate. If you never fail, it means you never take risk. That’s bad. When you do something, you have to learn something. Try is not enough (so Yoda is also right). It’s a success or a failure, but it’s not just a try.
  14. Freedom + Responsibility = Happiness + Performance
  15. Share information by default (HipChat, Jira, Wiki, Twitter). No silos inside the company. Be transparent. No ego doer. No bullshit.
  16. Driving a startup to success is a real fight. You win battles, you lose battle. Solidarity (it means to help other, it means be interested in their work…) Courage (to take a risk, to tell the truth, to recognize a failure, to tell when something’s wrong) No ego. Tell the truth if there is a problem. Share information. Respect. Teach to other.
  17. We are survivor.
  18. We want happy clients and customers.
  19. One day, you will leave DYB. But you will leave, we hope, with new skills, knowledges and interesting experience.
  20. In this company, you can work when you want. DYB cares about the quality of your work and about results, not about the quantity of work. Obviously, this rule depends on your missions. If you have meetings with clients or you are in charge of answering on phone, then you have to respect some hours.
  21. If you have wifi in your caravan, that’s ok !
  22. The journey is more important than the goal. Exploration is more important than to reach success or fail.
  23. Data driven organization and design. No more “i like ...” => A/B KissMetrics By adopting a culture of trust and respect, you’re empowering individuals to not just show up, but to show results. Jerome Ternyncky said : In god we trust. All others bring data.
  24. End