Wie skaliert man eine Firma (DevCon 2013)
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Transcript of Wie skaliert man eine Firma (DevCon 2013)
Wie skaliert man eine Firma?Jesper Richter-Reichhelm (@rirei)
Why are big companies so demotivating?
What motivates developers
anyway?
but intrinsic motivation is even
more important
Money is important ...
• Autonomy• Mastery• Purpose
Daniel PinkCheck out his TED talk at http://
bit.ly/1gqPsVe
• Purpose• Making progress• Reaching goals daily
Linda Rising Check out her keynote at http://
bit.ly/1fJ87dz
• Self organization• Improving yourself• Incremental work• Meaningful work
My takeaway
• Small teams• Collaboration• Innovation• Agile principles• Team as Function
Company takeaways
Organize a company to
maximize motivation
Wooga makes games
Independent teams
FE Dev
BE Dev
Art
Product
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
Prototyping2 members
Production6 - 10 members
Live8 - 15 members
Small teams Start small, grow if successful
agilemanifesto.org
Agile? Sure, but following values not
methods
Independence
Teams can ignore CEO’s
advice and decide themselves
Freedom
• Weekly rhythm• Transparency• Fail fast
Constraints
Standard Framework
Scrum, Kanban or
something else?
Programming
Language?
Framework?
Data Center?
Tools? ExternalServices?
Innovation
Innovation allows self
improvement and learning
Diversity breeds innovation
Responsibility keeps freedom in
check
“You build it, you run it.”- Werner Vogels
The game team is responsible for
ops & biz
Impact
Small team + freedom =>
maximum impact for everyone
Small teams
Agile principles
Independence
Perfect recipe to attract great developers
humanepursuits.com/2012/04/05/anarchy-on-your-lapto
The tradeoff: Threat of anarchy
and chaos
Collaboration
Teams collaborate instead
of competing
Good counter for ‘anarchy’
Exchanging Knowledge
flickr.com/photos/swamibu/2868288357
Exchanging Knowledge
flickr.com/photos/wili/233621595
Share knowledge by talking (less
writing)
Communication Channels
... ACROSS teams!
Facebook groups are perfect
for bug reports!
Skype chats by ‘role’ across teams
flickr.com/photos/photomonkey/12746989
Weekly status The weekly heartbeat of the
company
Monday Morning
Mandatory all hands every mandatory - 15
minutes only
Optional info meetings by the
game teams
flickr.com/photos/mictlan74/3374564653
Meetups
Perfect for networking...
5mofMonthly
lightning talk meetups by topic
flickr.com/photos/rheinitz/8499706723Brown bag lunch
Listen at lunch time, then get free
food :-)
Being transparent
flickr.com/photos/marcomagrini/698692268
Don’t hide mistakes, make
your team comparable
Open Source
All code is available to
everyone else in the company
Only good libraries will be used by other
teams
Open Status
No budgets - no problems to get dashboards up
Monitoring data is available to other
teams
Open Data
The key: Default is making data
available
Daily reports with KPIs for all games (old
version here)
Easy to get historical KPIS, too
Simple but important: How to find someone...
Meeting people
flickr.com/photos/gviciano/4060850226
Personal trust removes barriers
flickr.com/photos/clearpathchiropractic/7864063782
Parties
Special badge for those who see the sun
coming up!
flickr.com/photos/kitchen/26313635
Lunch Eating together reduces barriers
flickr.com/photos/m_power/115186679
Backend lunch
3 years of the same pizza,
but I still go there every week...
flickr.com/photos/omcoc/8350510425Mystery lunch
Random groups of all employees,
company pays
flickr.com/photos/philipyk/160559925One kitchen
Have ONE central place where
people meet
Wooga’s kitchen area...
... with photos of all employees
Share knowledge
Be open and transparent
Build a community
Collaboration distributes knowledge
People
Hiringflickr.com/photos/vgm8383/2803305840
Finding unicornsflickr.com/photos/vgm8383/2803305840
Lifelong learning
flickr.com/photos/carlosporto/775089650
Most important trait for a dev
Social Fit
Open, sharing, motivated ...
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!
• Declare peers• Send questionnaire• Interview peers• Summarize feedback• Feedback Talk
Feedback
Feedback based on peers - works
nicely
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 job done.”
- Agile Manifesto
80 developers3 managers
Only works because you CAN
trust people
In doubt, don’t hire
Trust people
Provide feedback
Hire good people, then get out of their way!
Unabängige TeamsTransparenz
Vertrauen
Wooga in a nutshell
Same approach, but it’s even in the
name! :-)
Check out the article at http://
tcrn.ch/19QWs6z
Grandfather of ‘service teams’ ;-)
Unabängige TeamsTransparenz
Vertrauen
Works for Wooga, works for others!
Es funktioniert
Give it a try!
• Daniel Pink• Linda Rising• Spotify Blog• Wooga Talks
• Jesper
bit.ly/1gqPsVebit.ly/1fJ87dztcrn.ch/19QWs6zwoo.ga/backend
@jrirei
Fragen?
Check out other slides at http://
woo.ga/backend