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Which are the relevant HR aspects to focus on, when establishing your own development team in Ukraine or Belarus? And which success patterns do we regularly see in the most productive teams? Ganna Matkovska leads a team of over 40 recruiters and HR research specialists. She will share her experience based on hiring literally thousands of developers.
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www.ciklum.net
Hints from HR - building successful and
motivated remote team
June 2012
Our Philosophy
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connected
flat
mobile
3.0 world- what makes people motivated
motivation 3.0 world
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Interesting tasks Increase competence
MASTERY
Developing real product, knowing overall aim, belonging to something big
Making a difference
PURPOSE
Opportunity to make decisions
AUTONOMY=
Responsibility
Most frequently
mentioned motivators
What they are really
saying
3.0 World, motivated team someone needs to build it and others will follow
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Rule number 1: There must be someone on your
side who wants to build this team, succeed with this team, drive
it to success!
Rule number 2: There must be someone off shore, on our side having the same
aim and vision!
No matter
how high tech
it gets: it’s about people.
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Rule number 3:
Come regularly, visit your team, bring your team on side
engage them, share the info, get involved!
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Our Philosophy
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“Scrum is not a methodology –
it is a pathway” - Ken Schwaber 2005
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Scrum values
Courage
It takes courage to call out problems, ask for help, offer help,
receive it. It takes courage to make decisions and to say no
Focus
Concentration of attention, when you focus- you can learn, dig
deeper and understand better
Commitment
It is about conscious commitment, doing a promise together and
make everything to keep it. It is about setting priorities and make
them happened
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Scrum values
Respect/ Trust
On a practical level it means taking someone's feelings, needs,
thoughts, ideas and preferences into consideration. Take them
seriously and give them thoughts and value. It also means
accepting them and their individuality
Openness
It is a high level of transparency, level of being not secretive.
Openly share thoughts, worries, issues, feelings- to open them
with the aim to understand each other better, quicker and make
it more comfortable and easy to work together, to bring better
results
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Scrum is a new way of thinking
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How to make Rule number 2
happen. (There must be someone off shore, on our side
having the same aim and vision)
How to select
YOUR
right one
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Interview-
checking if you are on the same page
Check if the person shares your vision:
Ex: If you are looking for a Scrum master/Technical lead/…
ask what is the Scrum Master/TL/…for the candidate; who
he/she believes is a professional SM/TL/…
*Compare
Check if the person shares your criteria of success:
Ex: Ask what he/she would regard as
success of the team, product, cooperation
*Compare
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Interview
Check if his/her motivation factors are close to you, you share
and UNDERSTAND them. If you enjoy similar things at work.
Ask if he/she likes Swiss chocolate?
Ask what make him/her happy at work
What he/she enjoys doing
and achieving
What was his/her best job
and why
What was his/her biggest
achievements
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Interview-
checking people management skills
Check how the person motives people:
Ex: what he would do if he sees everyone is preforming well, if
deadlines are met….if someone in the team would make an
outstanding job
Check how the person deals with difficult situations in the team:
Ex: how he would deal with
not motivated/low-performing colleague
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Interview
Check how proactive the person is:
Ask case questions:
What would you do if you see that you/the team will not stick to
promises/will not meet deadline…?
What would you do if you see quality is poor?
What would you do if you see
the decision we made was not the right
one?
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Interview
Check if the person looks for solution or looks for obstacles:
Ex: Ask what obstacles he used to face at his previous/current
job and dig into this:
-why he thinks they appeared
-who caused them
-could he influence
-what would he do if he was
given all the authority to
overcome them
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Interview
Check if the person expects from you what you are going to
give:
Ask what he/she expects from his manager
Ask who was his/her best
manager and why
Ask what he/she respects in
people and
what he dislikes
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Select your right one and
enjoy building your motivated team!
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