Post by account_disabled on Dec 9, 2023 0:41:05 GMT -6
why someone has that much faith in the team to put that much money in them could be powerful. Experimentation Cash = Value X Flow Flow is how you can do things fast. That could be done by optimizing the workflow as we talked about. But the value? Sometimes you don’t know the value of that idea yet. Of course, you don’t want to spend three sprints building one feature to find out no one wants it. Tom suggests you experiment with everything. If you want to add a new feature, try adding a button to that feature without building a fully functioning feature yet.
Then track how people engage with it. And keep embedding Telegram Number Data this mindset everywhere, don’t be afraid to fail. Alignment If everyone in the company is aligned with the goal and value, they will be able to work autonomously. Having great alignment does not just speed up the workflow, but also makes everyone proud of what they are doing and know why they are doing it. OKRs could be an excellent tool for this. You can start by having a company 12-month plan, down to the team quarter OKRs, 2–3 sprints plan, sprint goal, and a daily scrum. Coaching Not just your new employees, everyone in the team,
including the management needs coaching as well. Having a 1–1 session with the team every week, or at least every two weeks is a great start. Make sure your course is all about listening, helping, and coaching. Put your attention in the team development and help them grow. For sure, they might be better, smarter, and move elsewhere. But what if they don’t and stay? In this part, he was also talking about employee’s NPSwhich I love. Your company might have an NPS asking if you are happy working there. But at iPrice, they have the criteria of that happiness using.
Then track how people engage with it. And keep embedding Telegram Number Data this mindset everywhere, don’t be afraid to fail. Alignment If everyone in the company is aligned with the goal and value, they will be able to work autonomously. Having great alignment does not just speed up the workflow, but also makes everyone proud of what they are doing and know why they are doing it. OKRs could be an excellent tool for this. You can start by having a company 12-month plan, down to the team quarter OKRs, 2–3 sprints plan, sprint goal, and a daily scrum. Coaching Not just your new employees, everyone in the team,
including the management needs coaching as well. Having a 1–1 session with the team every week, or at least every two weeks is a great start. Make sure your course is all about listening, helping, and coaching. Put your attention in the team development and help them grow. For sure, they might be better, smarter, and move elsewhere. But what if they don’t and stay? In this part, he was also talking about employee’s NPSwhich I love. Your company might have an NPS asking if you are happy working there. But at iPrice, they have the criteria of that happiness using.