Each step reveals a new horizon - Inspect and Adapt Your Career
Imagine ... that you had a personal coach who has your best interests in mind, helps you discover your strengths and weaknesses, helps you identify your next steps, celebrates your wins with you along the way, helps you learn from your experiences and is with you every step of the way.
Imagine ... that this is how you manage your career!
We would like to share with you our "Inspect and Adapt" Career Development model and a real-life case study of the model in action.
Outline/Structure of the Case Study
The audience will get a first look into our Inspect and Adapt Career Management model.
They can go back and experiment with it and make their career dreams come true:)
Also they can introduce the idea to their friends and colleagues if they think it will help.
schedule Submitted 5 years ago
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Krzysztof Czajka - How fudge candies catalysed feedback and engagement? Case study of successful experiment.Krzysztof CzajkaAgile CoachAllegro Group Sp. z o.o.
schedule 5 years agoSold Out!
What is it about?
This is a story about building appreciation and feedforward culture in the organization.
I am going to talk about a bottom-up experiment based on Jurgen Appelo's Merit Money, conduced in the biggest e-commerce company in Poland - Allegro Group. It is a story about learning throughout an Agile experiment to get the most out of it. Primarily the experiment was intended to challenge the existing bonus system based on forced ranking. It turned into appreciation and feedback system with some sweets involved.
This feedback system has grown to more that 230 people involved from 3 different physical locations and still grows virally. We made a structure in which there is a coordinator in each location. If at least part of scrum team plays the game, SM is the first line contact. He distributes credits and exchanges them for sweets. Also cooperates with coordinator who is responsible for making sure system works well in his location.
Iterations are now 2 weeks. We introduced a requirement that credit has to be filled in with short description what you thank for, in order to be exchanged. This was to promote written thank you’s and avoid situations where people hand over credits just to get sweets.
Also every quarter we change credits appearance so that the previous credits cannot be exchanged for sweets. This is to set a time box and “flush the system”.
Is it for me?
Do you feel your team could be more engaged in their work? Trying to get rid of silos in your organization? Then this is for you.
Get inspired by this simple game, in which there are several instant feedback loops, fun, gambling and sweet prizes.
Oh, I forgot... and you'll find an answer on why we call it Fudge Candies.