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How to Motivate Your Developers

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let's begin our motivating developers who here is business owner it 1 so um who
was at the me OK about 4
and who is the project manager if you look so In our as these people we want to motivates the developers who wanted to be productive and we want to keep them for a long time don't want them reading the so for this we must understand the needs and the needs very from person to person based on level and the other things so we what we want to find ways to keep them motivated and but also understanding the differences between them so that we can find the right ways some are common ways to motivate others are more specific and at the end so also this presentation I would like to hear what you were doing for motivation or where you're struggling what are the reasons you might be struggling with keeping the people motivated or if your software developer and don't feel motivated if you should tell us about it so I'm
actually not gonna developer
problem-solver 8 teacher advisors and sigh on full and then our so
what I want you to walk away from this presentation is with increased productivity for your team wants to increased happiness throughout the company not just for the development but of the managers and everybody involved and I wanted to improve the overall quality corporate culture and it starts with just 1 person bringing in a few ideas changing the attitudes slightly
and then we can we can improve whole so all goes through a
survival kits some basic stuff
that is common to everyone and understanding developers and i it will include the full spectrum will show you the differences between the beginners and the express because they have different things that get to them and then some of the things that we should avoid so things to doing things not to do so this advice comes from personal experience or as a freelance and community leader then you know from observations based on what they see around myself and talking to people you working with upper management and understand their concerns will also doing workshops developers and understanding concerns on the other side as well as reading literature studies we also
something funny how does the management sees developers how we think management is developers and they see them as lazy called 1 of these not always but there at the heart to hire hard to track the company's the new line of incentive you need to show that the whole company which is very well all these things and so this much demand for developers but there isn't a lot of offer of good developers so lots of lots of
places seeking for developers not enough of them to fill the positions and so there we are increasingly hard to hire and sometimes they seem like they're not cooperating B do things their own way the gone full the order of the assigned task so you signed faster than many new things this 1st and then that later so seems like they're not they're not not cooperating
so it'll be work and disagree with the with decisions the words forget right with reports of maybe even meetings and you held the the seem to work always too slowly you know they don't need the expectations so we say it's going to should take 3 months but then after 3 months not ready answer all the lines in and then have as get sometimes angry about that and seem to complain about stuff all the time and they complain about things that nobody seems to understand it's like the developer comes to Boston says well it needs to have SSH access loneliness of the universe as a vendor deployments over FTP for the last 10 years ago what what what are you complaining about the deployment procedures 1 is that so so there is this and also when whenever the quit when they're done with it the quit and they'll illness provide reasons you can try to have a meeting after the uh after the leave and
then you you tried to sit them down with the 2 so stressful they don't feel like sharing because they don't feel like having an honest conversation at this point it's a conversation that should have been done before before the before they're at this stage where they had adopted and so if they leave and some clear why exactly then what can the imagine due to avoid something like this happening in the future who whose fault is this and what
happens so survival kits and of course people work at a job we need to get in there I will mention section about volunteers to keep volunteers engaged but if it is a job than it has to be a good salary so there was a study conducted in Quebec Canada and so they ask what is the most important criteria for when you're looking for a job and number 1 criteria was the money the salaries of the salary was the most important thing in
Quebec so people say that if they are underpaid they're not interested in the job so this may vary from culture to culture but that pops in in in other countries as so the idea is number so just being more and more and you know how much is enough so the idea is to treat the question as an object on the table you're discussing things but as this question remains unanswered work is if the salary makes the person uncomfortable then it will stay there on the table and nothing else not know of the conversation can go on because this is just the structure so what you need is enough to get the question of the table and now you're free to continue discussing other things like corporate culture and the company's mission have different objectives what the work
is going to be about soap salaries important it depends on the a person's experience of course but you know people people still have bills to pay so this is this is important and it's important to address the question early in the process of well because as long as have the 2 people know how much is going to cost much 1 was sent to gain that most of the other conversations are pretty much meaningless so take them to start the conversation with what do I need to know in order to propose a salary to this person what I need to know so I need to know what experience of the once you've done discussing experience go straight
to the to the salary and then you can discuss all the other that that's an approach that seemed to work for me um the needs adapted to also give them those tools and also and then pick the tools policy adapted tools that means software licenses if he needs the professional version of this software because you can have a built-in profiler and that's very useful because if somebody asks you to provide an application but this in the tools very frustrating I issue once again when people complain they say all we need it but what do mean this C is the thing doesn't work or CBS CBS is working on why 1 not so give them adaptive tools allow them to move forward if the wants to to have all bait for some licenses and yet at the computer because the computer that they have now is too slow it's it's very important it's not such a big investment costs can be big when it's company-wide but it's not such a big investment when you think about the cost of the around is when the person leaves and then you have to pay a recruiter and then you have to train them all over again and you need to get an and gate is also emotionally very very costly because you have to to deal with the break-up basically and then you have to create a relationship with an entirely new person and I think in some cultures that may not work but so in most western cultures at least In eating or drinking with colleagues makes sense so if the bus regularly goes out with the boys allows the person to get to know them or get to know each other everyone's concern so that the developers can be more understanding of the constraints in the company so if they know that the company going through some some changes and all they're going after new markets and we need to do do something differently they their developers might be able to understand the and vise versa the manager will be able to understand the struggles of the developed and just get to know them as a person what what's what motivates them what doesn't want to and you will get that by talking to them and it won't it works best when you talk to them one-on-one so not just the whole gang during meeting because nobody would say say comparable things or uncomfortable truths in a meeting or 1 to many people around something that has to be said in private so provide them with the the opportunities to to see that private and few are being bullied then you can suggest to go and have lunch and discuss about something very important because it's also and more comfortable setting them in the office by the coffee machine have stressed and you're also in this environment where you feel that is a bit more hostile and allowed to some restaurant just across the street have lunch takes half an hour maybe 1 hour and then you discuss all the all the important things and the person might say you you might understand what the versus polymers and then you'll be able to solve it and then you'll be able to move forward and other things that works well is the training and conferences and they can be either exterior or interior I in any case it's more fun you know how it changes the routine something new you just turn off the monitor stop thinking for a moment ago while they're learning things need new people the developers really enjoy going to conferences I can see here we have but over a thousand people mainly and and it makes some better at the job as well and not just it's it's not just something that pleases the person receiving the work Rogers boss but also persons itself when so if more productive I feel better about myself and so that gives me motivation as well if I know that I am now more knowledgeable than I was to be a little bit I feel good and they want to stay working in this company because they want to keep going to conferences really wanted twice a year and some of the type of training that you can get so in house so you can you get like 1 day or to the workshop so the expressions and a new law a new framework for example we can you learn about testing strategies and things like that and there's also coaching which you can have which is depending on the arrangement you can have a person coming in once a week so it an makes that comes in 1 week and then helps people you know it's them and stopped basically when they're stuck on the a problem be solved this problem for them to be bring in a fresh perspective and that is very helpful and that keeps people motivated and also meeting new people this is always great another thing is sharing business objectives and I will go more in detail later on about that it's very important to not keep them just on the upper management level the objectives of something that every single person in the company needs to know so the management comes up with these objectives but you know the designer everyone can
integrated the this is sysadmin developer everybody needs to know what the objectives are otherwise the work makes no sense and I'll go into more detail and some so let's talk
about the beginning begins also as an applied to everyone but often they're afraid that that people will think that they're not so very good developers it's called the impostor syndrome so they might be very good but there new to this meeting is the 1st job and they want to make an impression and if they want to make an impression they try to put
themselves it will be you know afraid to ask questions or they will be sensitive to criticism so the criticism has to have to be constructive so things like don't judge so when you when you do call reviews and the person is is because what you can do is and in general we need 2 quantities you shouldn't worry about the little things so all all of you could have done it this this way because that's how I would only 2 critical because if the cold makes sense makes sense just leave the details of it don't worry about the small things if there's something major like you you see that OK this is a problem all you know you're not using prepared statements for your SQL well that may be a problem for you show them how to do things to show the new tools shoulder you that children best practices show the new technologies to teach them you will appreciate that I checked the progress often because we might be afraid to ask questions and I've seen a lot of in I even before it was a freelance I was working in a company and I was often assigned people to train and but for example something was a German developer and watching him another language and were just integrate is coming in and I would have to follow them make sure that they did this progress of the gets into the project and understand how to do things and I would say at 1st we just let her work and then I and II we decided to go check out and salt notice that she was struggling with something chairman obstacle which she didn't come to me to ask a question hello and started thinking I was thinking 20 at time the started thinking why is that why is it that this person in company with questionable meaning because she's afraid to look like she doesn't know things and that makes sense we all feel that at some point we were afraid to ask questions depending on the people around us or depending on our experience that at 1st it's very hard and so I checked on her progress and saying I am help and then I decided to check up on her more often and every time I came to her she had questions but she won't come to ask them so it's good to actually go when and get those questions out of them invited them to ask those questions on just sit and expect them to continue to go to them and ask them do you have any questions is everything all right can help you with something and that's fine long overdue it because you know that would feel it micromanagement or that you don't trust them you know from time to time maybe be at 1st in the 1st few days you coming to 3 times a day and then income less often and then they might start coming to heal because now the
trust relationship is established and they know that they will be judged by you so they'll just come and ask the questions themselves from these people also being often need a list of tasks so planning and all they don't understand the project as a whole with whether the beginners on this specific project or just in general they might not know how to find things in a good way or might not appreciated being forced to make those hard decision because they might be very hard decisions so be clear with a list of tasks just say do this do that and that's why I don't want you to specific in the sense that don't tell them how to do it exactly but just tell them things and prioritize little bits and make sure that it's it's pretty clear what is expected of them what they should provide what is the deliverable at the end of the day for example so the plot some of the planning for them and assigned tasks so that are appropriate to the skills and when it's appropriate I always like to give people a something that is just a little bit challenging
is this if it's too easy it's not interesting but if there's just a little bit of a challenge you will get interested in the problem but it's something that should should be able to solve the given something that is much higher than the level then we will not be able to solve ability frustrated you will close because they will feel that they're they won't ask questions because now they will feel inadequate for the job and it will stop start worried that pick the might not stay there so know all these emotions can go for their hands so you don't want that assigns a value their skill level of start small you can see that we get it done to quickly increase the difficulty progressively until you reach a point where we have solve the puzzle efficiently where they have to be have some sort of a challenge and an they need approval they need to know that what they have produced is good enough for you tho is that is what I just completed is this good is my deliverable and make sure to validate the model of deliverable matches your expectations quickly so that they would know OK well this is this is how it's supposed to do things I can continue in this direction otherwise they're stuck waiting on a basically a green light to move forward so uh validate their work quickly and
help them with some of the more difficult decisions and from time to time you can see the job and that also helps that helps with
everyone that so the experts are the different a little once again it depends on the person but experts and notice that they generally like to move back fast baby skills and the appreciate being productive the appreciate skills that they have and clean coal that they can create they
want to be able to move fast and for that we need to give them autonomy and another in order to give them a funny In the trust them so examples of how you can give them autonomy is decide whether they should be unit test if if they say
that we needed and then the mean it's it's a technical decision it's like whether they should be about something or not that is entirely up to them we should have to micromanage them so we the technical decisions to them to leave some of the time management for them as well because they know themselves and they know the job and they can they can make something that's begin prioritize things in a way that makes more sense perhaps and they can and what you do you feel like a seemingly unimportant tasks but they might be very important for for example and a job I had I was doing and some of my my my task was for a period to uh take applications from that of the people rolled in other countries and integrate them into a platform and it was always different ionize some some of the core was really really bad and some of the call was really good so I made a low basically a checklist of things to look for that will give me the as for the quality of cold so is this going to be cold it's easy to integrate or not and that for me it was very important because it would have helped me make my estimates more precise because sometimes it would take the form based to integrate and something equivalent but written in a in a cleanerway would take me 15 minutes and that's not no joke it happened to me once and I estimated for there is a need to perform at 15 minutes and the project manager came to me and said well he says that the potential and in those going to be that In also
some call written in Romania was just amazing it was just configured a few things in XML and just plug it in and it was working perfectly flawlessly grades kind of that so because they were worried about inaccurate inaccurate estimates I created this list for myself and it only took me 20 minutes less
than the product manager with commercial and supply within the set but you're not supposed to do that with mean this is necessary for me to do my job better in order to meet your own expectations and so we have a model and and that's not a good thing because you know I was I was the experts and I knew what I was doing and some coming to me and saying all this part of so you building this skyscraper and somebody comes in pools of break and says will you only this break with the mean high no I needed here I put it there for a reason so that's pretty much it and then give them a
higher than 1 not the meaning and but otherwise 1 there is a difference of think it's not some later just offload the crappy tasks it's somebody who will learn from
them and so you know there will always be you know they will be able to bounce ideas the the more junior person will be able to learn from the more experienced person and then also we will be able to split the work because once again I said you have to assign tasks proportional to the skill level so then now all these tasks can be split and whatever the the more the the the least experienced person cannot accomplish because this is too complicated for event the best and let the expert handle that stuff that the other can do it's not about what work is warring or not it's more about what is the difficulty or what is the skill level required to accomplish that job and cut communication intermediaries if you can I personally would like to
speak directly to the person that has the information they need rather than e-mailing the person who will e-mail person and maybe to to this later I get an answer that along the need because by the time I found the answer myself but it would have been more efficient if I had a direct channel of
communication for the person who knows how this other systems were integrated into works and then we'll be able to complete the job much more quickly and of course if you were meetings always fewer meetings it's yeah it's really obvious and of death by powerpoint and stuff everybody knows it's so I need to spend some time on that and the
experts are very good at putting up a fight we are very skilled but they can crank it up to 11 and just come up with a miracle solution they can do that and but the problem is that if you're always in a state of emergency you will drain them physically and emotionally and especially if you do over time 1 of staying weekend of thing if you explore how is this assignment to take
away from the family from the friends or whatever else they feel like doing on their own time if you want to leave the audience that's fine because then you will be more more comfortable going to work next day because in the play the game it felt good and how they are more relaxed in more and more connected not to do the job so don't take away their personal time just because they're single and have no kids it means nothing it's their time so no perpetual state of emergency plan your things so that you will get into that state of emergency it's important I know it's hard to foresee things but since you know that there will be unforeseeable planes just add a buffer it's better to promise only through these in the liver earlier than to promise that very strict date and then having to squeeze the rest when you feel like you are not going to meet the deadline is squeezing it and and then all will we managed to squeeze it last time let's put our deadlines at this place again and I always pushing them and then they have a out and I've seen that companies many times where c in being given out so now
we talked about the the general advice about what else drives people because sometimes people are volunteers that always had the job would use you organize themselves in designers of across different countries and trying to use
them in the beginning so what what drives people why would they why would people organize frost here so when we give you an example try to unscramble this was shattered what's the word yes you know my question is why did you why did you unscramble why did you do it because it's fun Was it fun the Schilit he needed to prove that you could do it and I don't mean to judge but it's it feels good to solve a problem and show people that hey I know
something I can do it even if it's a simple 1 and this this is at the at the core of what drives us alludes to get into the more scientific approach to motivation sold a
dictionary definition he's motivation is the reason to do something which very obvious Wikipedia and please don't misread the word psychological feature that arouses an organism I was practicing not to make the mistake to act was a desired goal yet 2 words that are hard to not to associate so it is basically we do it because we want to do it because it gives us some sort of pleasure and work should be about pleasure if there is no
pleasure in the work then we won't be able to keep it up for for a long time it's like when you say a need to exercise all we can go to the gym but I don't like going to the gym I won't be able to stay there for more than 10 minutes on the border in it
doesn't drive me I get no pleasure from them and that pleasure from other activities like skiing that really motivates me I was going to you out type and I go to South America and I was the 1 on the mountains there on the volcano I would do that but I will go to the gym explore so every person has something different that motivates them that the enjoy doing so they do things
basically motivation is the why why am I doing it because of something or in order to achieve something why am I doing it will the thing is because of usually is a consequence so I'm
doing my taxes because otherwise get a penalty and the people will come and take my TV or so my computer or my car if you do something because all you're not really motivated you're forced to do it but the sheer doing it in order to so achieves something then you will be you will be able to keep people motivated so just ask those questions about the things do you work at are you doing them because of something or in order to and if the the the quote that the answers the 1st then something is wrong the answers the 2nd is a general rule of thumb but gives you an idea maybe you know you should question what you're doing or why you're doing so what you need is clearly final so we're doing it because of or in order to achieve some goal and this goal has to be measurable because you want to know well I have achieved this it's like when you run a marathon you will run past the finish
line OK here's the finish line I got it now I feel great you don't need to do what like 1 extra mouse with point so it has to be measurable you have to know when you have achieved something and it has to be
achievable something that you're actually capable of
achieving not some something that all some people dream big right the feel like an interstellar travel is not possible so they are working towards and that's great some people don't think that is it is believable so they work toward smaller things like Arnold reducing C O 2 emissions by an old building a better quality of scalable to machines turn off when you need them and for really big centers that means of C C O 2 and that is bad for the environment but whatever gets you and these goals have to be shared with everyone really stressed out of stress again share their goals with everyone in the company everybody has no don't need them in that hinges given past 7 or and technical specifications give them the actual goal so that they can sometimes country and say well I have this feature to
implement but I fail to see how it reaches its goal when you think about what we this is just a feature for the sake of being a feature it's not really necessary and then by the way I apply this to to my back with I no longer have a backlog because I just enable to complete tasks will quickly but they don't get to the back because I realize that 80 per cent of all that was not achieving any of the goal of this order that the client for the project so it reduces the scope and you can achieve goals it's better for the company but it also makes people feel good because I'm not implementing some reporting system that is not going to be used by anyone is if I'm producing work that is not useful I don't feel like I'm doing what I'm not value and wasting my time but if I'm doing something and you can clearly see how it gets me closer to the goal and by how much they know will be motivated to do that task and so you know go with them we made some measure we have that time milestone were like the finish line then you have those smaller milestones and and their small Wentzel celebrate small when I had a button of my office where out presents a that was easy to every time I was able to do something it wasn't too difficult or just achieved something that I felt like OK I have I have a win you know hashtag with OK so I just press this button and everybody in the office most that I I just that something called you and then that internal to them because someone is you know just how the yeah and I have to win you know I have to do something cause I have to finish a task and I have to accomplish a goal it's it's viral and that's how you change the culture by showing no success inspires more success so what else writes people and you know gratification so that's
basically what you identify with the rules that have been set forward so if I'm not interested in In this goal then also for example if you're not interested in increasing the
conversion rate for for some some business then it doesn't matter how how clear of the goals and how the communicated as mad because it's not something that you want to achieve but if it's something that you want to achieve and that's that's part of the hiring process for the goals have these the set forward very early in the process mission statement goes but that's basically how goes and then you hire people quite identify what those go if they don't identify then you will have motivation problem might hired them anyway but just know that motivation might be a problem because this is not in nothing that interest and they're only here them to do the job because you need a job at the moment but whenever they have a better opportunity to do something that they're are going to identify with the for example for me I used to build video games for kids and my son was better testing himself was also the building video games that might think and light nice so I was a densifying that's and so that's what drove me to perform S. talent is about and use it using your talents so if I give you a task that is to easy then you're not really using their talents and this is why what I said previously you have to assign tasks or problems appropriate to the skill level so that we give people a little bit of a challenge In recognition that's pretty straightforward you recognize the where people
need to feel like they've contributed and people appreciate that they have contributed and it's not just saying 0 thank you it's not about giving gifts so
it's just about saying all your about this is a really good neural this piece of code that's very good just this gives them also credit for writing that as whenever somebody asks old world that's a very good that all this guy will itself yeah so this guy's not only that this battle will feel very good because somebody has recognized that what they did is and some of the things to
avoid the emergence of thank you
so seems to avoid is having unclear objectives something that is still very vague get that you don't know and you don't know whether you achieved them or not do something that makes more sense last minute changes know requirement changes that's always going then we of course the scope can share outside of the scope of wherever the requirements can change but you shouldn't do them at at the last minute you should find things that had once
again so that you have to Russian squeeze things into a shorter period of time arbitrary deadlines and once again check with the team lead because the team leader is the 1 that is closest to the developers and the team knows both the project that so the complexity of the cold where the weak spots are in the cold so if you ask them well this feature well that team leader knows that the feature is in this part of the cold and all that's going to be tricky because you might think it's something that takes 5 minutes but no that is require some refactoring because it's not going to support this approach at all so this is actually going to take 20 hours only teeming with known or other developers that Italy would also know all the developers and their skills this and that together will give you a more accurate estimates of what the team can accomplish so
over time you careful about that's overworked that they'll be tired they will be less productive and it would really be motivated to come back to work and again the next thing now we can social events the social event great but I found that when you organize them on the weekends you take them
away from people's families and not just because you only have families and kids but just take them away from you know maybe there they have a rate nights in in and the need that time it's important that you know the long take away from that it's it's it looks like it would cost you a lot to have a full page where people go and do some Kolkata pain would seem expensive to do this during the work day but it's not because people will be better in all the rest of the world bond you know and we don't you don't take him away from their other activities what so it is worth it so for example when I go on 3 equivocations skiing when they come back in the next 2 weeks I can accomplish the enough work for 2 months but basically what I would normally accomplishing 2 months they do it in 2 weeks so those 3 weeks of location were more than worth it because I got more so much more productivity and so imagine if you were a few times a year you take this 1 day and you do some activities are hiking whatever whatever people enjoy and that that were grades also good if the
activities are not organized word is not proposed by the management but rather by people so you can have I've seen companies that had a bit of fun community this the fun committee is responsible
for throwing the birth date of birth they parties and organizing all these out saying that you know there there's a sometimes they go thinking of something so there's a team of people give the power to be that to the people in the company and not just the board of directors says well you we're going to have been born that day it's it might it sounds great but coming from the top it once again feels like it's not the decision
bad chairs and others really strange but I cannot stress how uncomfortable chairs are at most companies because when I go consulting and have to sit
on a chair conference rooms it generally have good years but any go sit at a desk and its little tears us sometimes chairs building pivot or anything that you can adjust the height like in the garden chairs almost but not most not most but I've seen that that you know sometimes it's just an extra 100 dollars speaking dollars and from Canada sold to some extra 100 and it's it can make all the difference because the chair already unhealthy to be sitting on the might will make it a little less painful on the back so investment good cheer so
for sample this is the chair I use it cost me 200 dollars just sort of having a really bad 100 villager have to really really good to have a culture and just like I hear Marcus models right now a big Security
portal and active signals some fun stuff so this is not to we're fiine he works with exams and so he does PHP framework it's calls and framework and it was at a conference and you know whether it was the from 2009 and so they had these nerve on stage and there should be out force on but imagine those things in the company know you have a cool name badges that you give to people like at nite and like
magnetic have seen the input as so if the few connected with the company you show your appreciation nerf guns no big screen ritual meaning whatever you can come up with once again the fund community can take care of that so solids much effort is tell people we have a budget on thinking about and you know just by simple ways of spice things up with the if you can spice things up a
lot of with toys any if I didn't
say anything new thoughts so I sold so this is this is the A. free cheap way to do things and but it works and it's fun and as long as you give people the power to make their own decisions about what if some of them you will be able to keep them motivated for a long time and i've seen companies where no with proper training going to conferences and all that stuff of having clear goals having a good environment some people are saying for like 17 20 years of the company that this is great this is what you want you want people to stay there and connect with the company along the we train a person every 6 months because they get burned out of the get frustrated with the methodology of something so just use common sense and some of these tips and you'll be fine hands off by means of the flea them once
again I do development in each being JavaScript's I fixed bugs and I so performance issues i do workshops and testing and API and stuff that advisory testing strategies and do a lot of legacy code refactoring so that comic and I will treat those slides few
so now I want to hear from you how
do you feel about your work were published but believe you not integrated anyone any ideas that you want to add to this yeah so the person here proposes happy counts as a great means to wanted developers I think its ability any questions this there are 2 the OK so how they feel about open space versus could equals with versus close offices and it really depends on the person some people enjoy open spaces and may be having a mixed cubicles not so much training but once again I think it depends on the person but some people really like to be you know distraction freedom like people walking through and then looking always at the best and so some people will be just the like the noise other people they like to talk a lot and that I personally don't like open spaces because it's too noisy and this work that requires concentration and there's a reason why I I do most of my best work early in the morning or very late at nite is it's that quiet this no no sound we get told you know outside but that so that's working here and and I know a lot about because there's no no kids running in the house at the time this no no noise anywhere nobody's this morning along I work from home and I like that I want freedom for an open space a how to implement that OK so the difference between the distributed teams working in the same office how to implement those tips and some of these the goal where along with everyone when I do distributed teams I like to have some sort of face time it's sometimes hard with time constant having faced by a worst-case having 2 periods because you know sometimes you have people of America you have people in Europe you have people in the news recently have people Australia he just cannot find a time where it works for everyone so splitting into 2 I guess work sessions where you have some sort of face time that's helpful so that people know that if they log at that time there will be somebody to answer the question and that can be done either the IIsi signal souls face time personally I feel that face and is not required while not face them but we face to face with somebody person is not required it's something that is required in the beginning in order to establish a trust relationship and just put a face I guess real face on the on and from there you can use the Skype or other voice communications also work very well I like talking well with my voice and chatting and so I under OK so what's the key difference between people who get paid and people who don't get paid volunteers while obviously it's the mining at because in some countries you would see that it's the number 1 reason for people to do something useful they say solely there is an important aspect so if if they are not getting paid for the work we must have another source of revenue somewhere else so why are they going this extra effort they're going this expect but because they want to accomplish something that they would otherwise not accomplish in their regular job or whichever this source of financial income but still they need to identify with the goals and that's very important if they're doing it for the wrong reasons like for example if they're doing something while it also depends on volunteering we're talking about maybe some volunteering the purpose is also to help me get your name out and things like that of some or organizations that could be considered the wrong reason we shouldn't because he wants to accomplish that specific goal but would really depend but once again the goals are at the core of the this they are what about I and I this the time of of yeah that is the thing that a lot of the that like the class of the of the
thing you get a lot have
of the and 1 of the things I like you need to have a the so so we're talking about productivity phases where it makes things hard to find because the person would be extremely productive for short period and then productivity but maybe it's not a motivation issue making an assumption it somewhat imagination maybe it's just the way the person operates maybe the person is thinking of taking this time to think and plan and I do that a lot so I would turn off the monitor and just sits somewhere else and sometimes even go outside the house because I don't want to be in the same place where I am I produced because of that area where producers have tunnel vision which I need in order to be very effective in forward quickly but when I need to be creative and and think and plan and find the best way to approach the problem I do this on a long period for a longer period of time so I have actually similar a similar cycle where I would take a long time to plan but the execution is really quick and the overall there but maybe you try to find out why the person has the same this have a discussion plot and all of higher I know you had that I would like to thank all the things that I don't want look have the right of the line of of that so then there are the following question is that's basically the person's cycles are destructive to to the team because the team has the depends on the person to produce something well that's different if the person is a person should be aware that he's been destructive the work and I guess and it's hard to say because I cannot you need to analyze the person the person's emotions and behavior and have a conversation with the person and ask the person what can we do just expose the problem and say well here we have the cycles and just like you told me they have the cycles and it doesn't work for me because then people depend on you and that's the girls off my schedule is there anything we can do that is in a mutually agreeable that works for you and works for me is there anything I can do Is there anything possibly wrong but don't don't ask the person it is their problem we need to address don't focus on the problem focus about this solution try talking about the solutions without necessarily so expose the problem briefly and just go straight for asking for the solution not explaining the problem about yes the but you people the on if you want to know what they're we have but about half the thing by the way that we now have not the fact that the rate that at which the author OK so it's basically a situation where you cannot student person away from the critical path set of because the person is needed in the quorum needed need to be where the person is right now yeah don't know it if it was like in the past but you have 1 and the 1 on the right and the requirement that you you have I think to what that you can be part of I have I have a lot to do do with data from the point of view of I would also but what about you this so that the question rather the problem exposed serious somebody who is very motivated but works too much and is at work early sometimes online and very very late hours at nite so and people are concerned that this person might have a burn out is normal to be considered for the person obviously some motivational problem that person might have the reasons that do that's but it has to I guess it has to come from inside you can even talk about it as a friend and tried to understand so why the person is doing the same by the person is take correct but you know most people they have interest in holding the do something else to get their way out of it because they understand the importance of a practical communes inside because the person doesn't want to change that and it's not a personality trait but there's 1 to change this this aspect of the life that made you can just imposes or even if she suggests that the person does something else other person might not be receptive to that's just how conversation an honest conversation and see world and I'm going to down to about other people just talk about you how you feel because if you bring other people's opinions into it without the other people present will be intimidating by just saying how you feel like I feel concerned about him because of that and maybe try to understand come up with a solution that will be a very creative 1 the a hole in the but also the we of the you you you you you you
you have all of the log what do you do not you all the way to the problem this and that the effects of this in your friend and others will be less motivated or on the less motivated because of on this very long on of although progress so there's the uneven motivation in the company and some people are more motivated others in the early there's much but I think people that are promoted because motivation comes of mostly from the inside can you can steer things will be can facilitate by providing a more suitable environment but the motivation comes from inside I will always be more to it no matter what people around you so I I don't see myself leaving only because of the people of the early in some behavior might be contagious but I'm pretty sure these people will remain productive despite having others the early I don't know maybe there's a the team leader has to show good example and I propose that give the basis of a 15 is motivated so that should that should be pretty good for for for the rest of the the but the economic silly bring everyone to the same level of motivation is obviously people different and they identify with the goals differently as the the solution but I don't quite see the problem either because people adjust different and people will not become something else because they see someone do something so for example if we see someone still I will not become a thief is that's just not me I cannot be this honest even when I see people running the business being this on I just cannot do that I cannot say I cannot say yeah I know this but actually don't contain all right all of of these things so that there were a lot of the of the what is do it so what all on of this so saying that people that are going the extra mile might see that others are not doing it and so you will see that the point of volunteering for extra hours of them and once and then that keyword is might be might but I don't think we will really in the shit and he's they shouldn't logically because that's how uh the humans are really do things because they feel attached to the company they you want to help they will always how fully for others and helping them I mean the might the might feel that they are the in the In a properly compensated so maybe you can encourage by doing something good for them I don't punish gathers obviously but curation and show that you appreciate what they're doing and as long as you have this appreciation just it just you know having this good relationship with them and and saying that you appreciate what you have and and the friendship is it should be enough for 4 people because they already motivated so what is the the end of the all what all practicing that he could help granted with the money bonuses in maybe that works in some situations and I agree that you should give some form of compensation for that's on what he doesn't have to be money directly can be I don't know some game tickets and going to answer things like that's just they're just little things that are not necessarily just money because money is not it's like a resource that we can move from 1 place to another and it and disappears but those tickets when you go to this game you will appreciate that person will appreciate the game and say I want number so that I want to do more of that but I'll keep doing that because somebody appreciates what I do and it's showing me clearly not just so it's like I think this thing between the same man and woman you know the manners and say I love you because he says will but you know I love you right that she has to hear the words society but right it's just to say that some people really need that somebody could sell them that's appreciated or shown with actions that they appreciated it depends on the person but as long as the motivation doesn't decline in honor of and stress too much into that if you feel like getting in give them something but I won't I won't worry about it too much this is the end of the month of all of the people of the people who what do you want and you will not work for you all of you know what I you want to you look at the time of the but in the fall of all of right so what he's saying is that's a motivating with money doesn't quite work creative work and I agree once again if you give a person the freedom to all possible goal so they can identify with and freedom to spend time on creating new things and maybe even time to be said to work on something you just created to some creative work think of ways to improve the company has these things they're very encouraging and may make people motivated the I think in time so they can emerge
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Metadaten

Formale Metadaten

Titel How to Motivate Your Developers
Serientitel FrOSCon 2015
Teil 51
Anzahl der Teile 80
Autor Filina, Anna
Lizenz CC-Namensnennung 3.0 Unported:
Sie dürfen das Werk bzw. den Inhalt zu jedem legalen Zweck nutzen, verändern und in unveränderter oder veränderter Form vervielfältigen, verbreiten und öffentlich zugänglich machen, sofern Sie den Namen des Autors/Rechteinhabers in der von ihm festgelegten Weise nennen.
DOI 10.5446/19550
Herausgeber Free and Open Source software Conference (FrOSCon) e.V.
Erscheinungsjahr 2015
Sprache Englisch

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract With all the pressure on delivery, how can we keep developers motivated? This talk will explain the advantages of motivated developers, how different types of people behave, what they expect, what drives and hinders them. This talks also dives deeper into the mind to see what kind of challenges people seek and how can a manager realistically provide those challenges without sacrificing productivity. Anna Filina

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