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

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

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WEIRD FEEDBACK

Good gameGreat processes Why is that so?

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CASES

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 doo “Snowflake” Managero We hire faster than we fire

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CASES

o Project fail: lost money, management got the wrath, developers took offence

o Constantly being late to worko 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

STRATEGIC PYRAMID

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System DNA (idea) Who / what would you like to be?

System DNA What do you believe in?

System DNAWhy 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

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Id

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• Involving your employees in the processes• Setting personal goals

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VISION, MISSION, VALUES

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

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THE TWO-FACTOR THEORY

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

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COMBINATIONS

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.

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INSTRUMENTS

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

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1-2-1 MEETINGS

o Evaluation of the satisfaction level according to the 10-grade scale. • Calculating the bug’s

sizeo 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

Time

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ati

sfact

ion

100% happiness

100% loyalty

actual

warning

ideal

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DISCUSSION

What do you think?

THANKS!

Mykola SlobodianPhone: +38 (095) 77-07-464E-mail: mslobodian@grossum.comLinkedIn: ua.linkedin.com/in/megadoonSkype: megadoon

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