Who should be responsible for employee motivation and should it only be an HR's responsibility? Presented by Mykola Slobodian, Grossum CEO, at the IT Weekend Chernovtsy in 2015.

1. Motivation / Demotivation:
Who’s at Fault and What to Do about It?

2. Grossum: people-oriented software
engineering company with open-processes
and self-motivated agile professionals.
• Founded in 2013
• 33 employees on board
• Outsourcing and outstaffing services provider
• Main areas of expertise:
– Web: Symfony2
– Mobile: iOS, Android, Xamarin
Me: Junior – Team Lead – Head of IT development - CEO
ABOUT GROSSUM
WWW.GROSSUM.COM

3. WWW.GROSSUM.COM
WEIRD FEEDBACK
Good game
Great processes
Why is that so?

4. CASES
WWW.GROSSUM.COM
o Employee expects that it is the company that should care about his /
her career development
o Employee comes with a question of “What should I do to get a
raise?”
o Employee wants more than he can do
o “Snowflake” Manager
o We hire faster than we fire

5. CASES
WWW.GROSSUM.COM
o Project fail: lost money, management got the wrath, developers took
offence
o Constantly being late to work
o One developer is suppressing the other. The flowering bud after
departure.
o QA has left: he wanted to work with automatization and instead he
had to deal with clients.
o English

6. STRATEGIC PYRAMID
WWW.GROSSUM.COM
System DNA (idea) Who / what would you like to be?
System DNA What do you believe in?
System DNA
Why do you exist?
Client / Product / Feature
Technical infrastructure (plan)
How do you get there?
Market game / wining?
Technical infrastructure Tasks realization focus
Technical infrastructure What should we do?
Technical infrastructure What should I do?
Vision
Values
Mission
Business Strategy
Scorecard
Strategic Initiatives
Personal Goals
StrategicIdea
• Involving your employees in the processes
• Setting personal goals

7. VISION, MISSION, VALUES
WWW.GROSSUM.COM
o OUR VISION
• Grossum is a passionate team of IT professionals who strive for deep understanding of
clients’ challenges in order to bring them agile software development that meets their
business values and needs.
o OUR MISSION
• Developing a better future by helping people find best ways to bring new ideas to life using
world’s best IT practices.
o OUR VALUES
• Quality // Passion // Innovation // Agility and Self-Motivation // Open Processes

8. THE TWO-FACTOR THEORY
WWW.GROSSUM.COM
o Also known as Herzberg's motivation-hygiene theory and dual-factor
theory
o Motivators: challenging work, recognition for one's achievement,
responsibility, opportunity to do something meaningful, involvement in
decision making, sense of importance to an organization
o Hygiene factors: status, job security, salary, fringe benefits, work
conditions, good pay, paid insurance, vacations

9. COMBINATIONS
WWW.GROSSUM.COM
High Hygiene + High
Motivation: The ideal situation where
employees are highly motivated and have
few complaints.
Low Hygiene + High
Motivation: Employees are
motivated but have a lot of complaints. A
situations where the job is exciting and
challenging but salaries and work
conditions are not up to par.
Low Hygiene + Low
Motivation: This is the worst
situation where employees are not
motivated and have many complaints.
High Hygiene + Low
Motivation: Employees have few
complaints but are not highly motivated.
The job is viewed as a paycheck.

10. INSTRUMENTS
WWW.GROSSUM.COM
o Two instruments of management:
• Rhythm: 70% of employees work
according to SCRUM. The remaining
30% now work according to SCRUM as
well.
• 1-2-1 meetings

11. 1-2-1 MEETINGS
WWW.GROSSUM.COM
o Evaluation of the satisfaction
level according to the 10-grade
scale.
• Calculating the bug’s size
o What needs to happen for the
satisfaction to be 10?
• Defining problems.
o How can you solve them?
• Focus on independent
solutions.
o When do you start?
• Time anchor, small impulse
for action.
0
2
4
6
8
10
12
EmployeeSatisfaction
Time
100% happiness
100% loyalty
actual
warning
ideal

12. DISCUSSION
WWW.GROSSUM.COM
What do you think?

13. THANKS!
Mykola Slobodian
Phone: +38 (095) 77-07-464
E-mail: mslobodian@grossum.com
LinkedIn: ua.linkedin.com/in/megadoon
Skype: megadoon
WWW.GROSSUM.COM