For memory. It fits very well with my ideas about the ideal enterprise.

To create best product - we need best people . To have better people, we need better working conditions, a better office, best salary, better learning opportunities.

Our principles

Trust

Everything in the company is built on trust. Management trusts people, and people trust management. This resulted in such things as the abolition of time tracking, payment of sick leave without any certificates (a letter “I’m sick” is enough), the absence of middle managers and, accordingly, control. There are no (or almost no, you never know) political games in the company. Professionals don't need control - they need freedom.

Passion

A person should be interested in working. Given that we make one product, there are difficult times. We try to give people freedom to choose tasks and areas as much as possible. Interest in tasks at work is very important. If a person is not interested, everything will slide down to the average level. And the middle level is oblivion. If a person is not interested, it’s hard for him to wake up in the morning, he’s too lazy to go to work, he wants to read the news and get down to business as late as possible. This makes everyone feel bad.

Mutual respect

People are different. It's impossible to please everyone. In a large team, conflicts, sympathies, neutrality and hostility inevitably arise. Hostility must and can be minimized by everyone possible ways. People should have the opportunity to get to know each other better. A shared kitchen, shared lunches, shared outdoor trips, etc. are great for this. Creating an environment where people can communicate is the direct task of any good company. There is no need to be afraid that lunches will drag on and there will be cooking in the kitchen all day long. See Trust and Passion.

These three basic principles are mandatory for everyone. Everything else can be taught.

Education

Since the best people should work in the company, they must be given the opportunity to develop and learn (otherwise how will they become the best?) First, we introduced Friday's Shows - these are Friday events where we watched some video (an hour and a half) and then organized The discussion on it was quite interesting. Also, a fairly large number of workshops were held at this time. What we have now:

the opportunity to attend a class conference once a year at the company’s expense. These are the leading software development conferences in Europe. For example QCon.
the opportunity to spend 5 hours of working time on self-education or your own projects. It's the big half of Friday. Not everyone takes advantage of this opportunity. Often the sense of responsibility outweighs and you want to complete this important task today. So far the real result is a game of tag for iOS
salary increases are tied to training. If a person does not learn anything significant new in six months, this is not good
buying any books from oz buy or amazon
internal conferences every six months. The conference takes a whole working day

We don't hire people who don't really like to study. If a person cannot say anything intelligible during an interview, this is a big minus. A curious person always learns. We like curious people.

Best place to work

It's stupid to skimp on jobs when the company has the best people, isn't it? We have expensive, comfortable furniture. The table is wide and spacious, you can put a lot of unnecessary things on it and comfortably program in pairs when necessary. Everyone chose the chair themselves based on a budget of about $350. Unfortunately, we don’t have money for Aerons yet. There are two large monitors. The work computer is powerful. People don't sit on top of each other. There are no huge open spaces and there never will be. The ideal option is rooms for 4-6 people. We have one room for 10 people - the rest are smaller. Free lunches, good coffee, fruits and sweets - these are all very trivial and simply a must have for any good company.

The best people

How difficult is it to assemble a team that does something better than anyone else in the world? “Something” depends on this. For example, making the best operating system in the world is quite difficult. And making the world's best tool for managing agile projects is much easier - the scale is different. The team must have excellent programmers, great testers, awesome designers, great support specialists and a vision for the product. There must be a clear focus. Must be all-in. It's easy to make custom projects that are paid according to a pre-agreed schedule. It is much more difficult to decide to put everything on one product. But this is the only way to create something new. Only in this case can you break the bank in the market.

"Company number one" or ideal company If the company is part of a community, a country, if the company has high ethical standards, financial strength, attractive locations, progressive working conditions in long term- this will be my ideal company. And also, if the company has flexible working conditions, a clear path for advancement, competitive remuneration, international opportunities for career growth and careers follow a secure financial base with a full-time job being the most important thing to me. To be an ideal company, it must have a clear vision of the mission and ideas for managing the company to carve out its place in this big world.

There are many benefits of good corporate culture. Some of these benefits include productivity, employee morale and motivation, increased communication and collaboration, employee turnover and company profits. Companies must work to achieve a “good” corporate culture, but a potential employee can be matched by culture fairly quickly during an interview. Ask yourself the following questions to help determine company culture:

• Will I be involved in decisions that affect me?
• Do company employees focus on getting jobs rather than politics?
• Will I be personally responsible for my work?
• Will I look forward to coming to work for this company?

If you can answer “yes” to these questions, you can be absolutely confident in your bet that this company is close to ideal. What needs to be done for this?

Improving organizational culture

Training your employees in the right direction is important step on the way to improving the organization’s work culture. When your employees know how to do things correctly and what the company expects of them, conflicts and mistakes can be greatly reduced.

Discuss with team members issues related to the current culture of the organization. Make changes that you find warranted. Maintain healthy communication with your team. Educate the team about the organization's leadership and the strategies adopted to create a more engaging culture within the company. Conflict is an integral part of any organization and has a direct bearing on the health of its culture. Therefore, when conflicts arise, management must resolve them quickly and amicably.

Creation of an objective, transparent and fair conflict resolution system.

A positive company culture can do wonders for your business, turning ordinary employees into super workers who go above and beyond your competitors.

Provide easy access to information

Allow employees quick access to information so they can make independent decisions with the knowledge necessary information. Failure to do so can result in lost opportunities and income.

Increasing employee engagement

Without frequent interactions between employees, opportunities are missed. good ideas and opportunities. The result: valuable workers frustrated by their insignificance, which can become disheartening as a result of poor cooperation. And yet, how to develop employee engagement when many are working remotely? An IP network with integrated voice, video and wireless communications enables interactive web video conferencing, IP telephony, and other tools that facilitate collaboration.

Improve the quality of customer service for your company

In a tough economy, improving customer service may be the key to survival. A company's reputation depends on the quality of customer service. Welcome, clients, and yours customer base will increase due to their relatives and neighbors, who will be recommended to them by satisfied clients working with you. But if one is unhappy, it can also cause word of mouth. “The experiences people have with your company, and then what they hear from friends and family members, influence their perception and likelihood of doing business with the company. Understand what is important to customers. Speed ​​and availability of services are universal truths. Improving customer service starts with your employees. The most important person in the customer service scheme is the manager, since employee turnover is directly controlled by the manager. Other important qualities are empathy, consistency and patience. Experience is vital important, but this can be a double-edged sword: too much, and the representative may seem pedantic or condescending; too little, and the representative won't know how to handle sensitive situations. Improving Customer Experience: Use Online Tools to Personalize Help Your website is typically the first introduction customers have to your company, so your home page should be user-friendly.

Every new day gives you the opportunity to move forward. You can improve your business on several fronts: by increasing profits, reducing losses, getting more customers, expanding markets.

1. Determine your core values What is your mission? What gives your business the most value?

2. The right people Assess the potential of the people you hire and their compatibility with the company's core values ​​and culture. Ask specific interview questions that focus on loyalty, passion for your work, ability to communicate and work with others. These traits can have a significant impact on the productivity and cohesion of your employees.

3. Build a system of trust and accountability Your employees need to know that you respect them and trust their abilities. Let's start by empowering qualified employees to have a share in decisions affecting the company. A little extra responsibility shows your confidence. If your employees make a mistake, hold them accountable—not by punishing them for failure, but by examining the mistakes. Be clear about what went wrong, how to fix it, and how to make sure it never happens again. Trust and responsibility extend beyond employee interactions; customer relationships are also very important. If your business isn't honest with its customers, it can damage employee-customer relationships. Learn from mistakes and keep your promises.

5. Reward People usually respond well to well-deserved praise and become motivated to keep doing good job, which supports your core company values. The best way for you to use this fact to create performance incentives that reward employees when they achieve a goal. The reward doesn't have to be monetary - you can alternatively offer small, unique perks such as best place for parking or an honorary title (for example, “Employee of the Month”). The strength and vitality of your company culture comes down to your employees doing work that furthers your core values. This positive attitude will carry over to everything - improving relationships with customers, winning new business, and improving your brand as perceived by people outside of your company.

How to Improve Company Morale Without Spending Money

The company's morale is key indicator employee satisfaction. Tax incentives are critical when attracting talented workers. However, non-monetary rewards remain the critical resource that has a direct impact on improving company morale.

1. Determine what motivates employees through a survey in areas relevant to career development: leadership, praise, recognition, status, improvement tasks, and leading others.

2. Link the company's vision and its mission by connecting the individual goals of employees. Create an environment that expresses genuine concern for your employees. Ask employees to bring photos, short stories, and memorabilia. Employee life and overall well-being fits into the larger goals, mission and vision of the company.

3. Instill a sense of confidence in the company's ability to provide resources for employees to succeed.

4. Highlight employee accomplishments and success stories by displaying them prominently.

5. Lead by example. The behavior patterns you are looking for in your employees.

6. Promote open communication towards achieving your goals.

7. Increase your level of responsibility. Set clear goals to achieve. Be prepared to explain to your employees how to achieve the goal. Be available to employees. Help them identify problems by working together to overcome obstacles and explain how to achieve personal success. Encourage employees to take initiative to solve problems and welcome their input.

Be creative in creating a productive and fun work environment. Print posters with inspirational sayings and place them in prominent places.

1. Make sure your employees understand what you expect of them. Employees who understand what is expected of them are much more satisfied and productive than employees who must guess what is needed to complete their job successfully.

2. Smiles. Smiles are contagious, if you smile, your employees will smile too. The opposite is also true. If you go through your day with a grimace on your face, your employees will take on your sour mood.

3. Provide positive recognition. Employees need to hear that they are doing a good job in order to continue doing good work.

Surveys show that many employees are more motivated and valued for their work through recognition than through salary increases or additional incentives.

4. Allow your employees to leave early on occasion if they finish their work early. Some employees don't want to go home, and that's okay.

5. Make the work environment fun. For example, competitions are a great way to improve your mood and, as a result, your work productivity. Sooner or later people will stop being afraid of work. You can increase motivation and loyalty to the company by introducing a less rigid schedule, tying work time to results. An employee may feel responsible for using their time productively.

Determine what your company can offer to improve working environment. Material incentives additional training and other benefits increase productivity.

1. Find out what motivates your employees. Give them the opportunity to do a self-assessment to see what is hindering productivity in the workplace. Perhaps the working conditions need to be improved (Internet speed, presence or absence of devices important for work, etc.).

2. Making effective changes in the shortest possible time can increase productivity without incurring any other costs. Adding new resources, flexible time, and educating people are also important components of motivation and productivity.

3. Remove ineffective resources. This could be equipment or people. Sometimes bad equipment or a bad employee can create less than desirable results from an activity. Update the tools that are essential for production process, or replace an employee who refuses to meet the standards set by management. By improving environment, you can change the end result in your favor.

Employers can increase productivity among workers by improving working conditions and removing barriers that prevent workers from performing at their best. Management must provide workers with the tools necessary to perform their duties.

Team building

Events such as office parties or outings will improve employee morale and allow employees to get to know each other better outside the office. Relationships built outside the company can improve team spirit at work. Events and activities also improve employee satisfaction, which can lead to increased productivity.

Connection

To encourage employees, management must communicate its goals to employees. Regular meetings will help maintain a clear vision of employees' goals. Workers without a clear understanding of the company's goals are less likely to work toward meeting them.

Employee recognition

Managers and supervisors can motivate employees by encouraging and challenging them to achieve goals. Praising employees for a job well done will help inspire employees to do their best. This employee can also inspire other employees to achieve goals productively. Monetary and other incentives are also in a good way increase productivity.

Environment

The work environment can play a large role in productivity among workers. The office layout should be efficient and allow workers to complete their work without obstruction or disruption. Additionally, by providing workers with an office space such as a personal desk, it encourages a sense of belonging, which can improve employee morale and satisfaction. Improved morale and job satisfaction lead to increased productivity.

Limiting your socializing time, both among co-workers and online, can improve your productivity. It's hard to be productive in modern world, where distracting details and situations go from television to the Internet to the home computer and smartphone. Add in the traditional distractions of family, children, friends and co-workers, and it's amazing that we can get anything done in no time. Luckily, there are steps you can take to quell distractions and improve productivity. Get rid of time thieves. Turn off the TV, sign out of your email, sign out of social networks and other sites such as Twitter and Facebook, stop mindlessly surfing sites and blogs. The Internet can be considered as a large volume useful information or a major time waster, depending on how you use it. If you can completely disconnect from the Internet, do so. If your job, on the other hand, requires the use of the Internet to answer questions emails or research, limit use social funds mass media and reading literature and newspapers that are not necessary for work. Find a quiet place to do your work. Noise and movement can be distracting. Without distractions, there might be a quieter place, such as a public library or your own home office.

Communication in the workplace

Chatting with coworkers during a coffee break is good, but constant distractions from personal email, text messages, instant messages, or visitors can be detrimental to your productivity. Tell your employees not to disturb you during certain hours when you need to be more productive. Tell your friends and family about this.

Organization

Organize your desk to rid it of clutter that can make you distracted. Make sure to remember where everything is, down to the paper clip, pen, and notebook. A clutter-free workplace will help make you more productive. Don't forget to organize your time too. Marking important meetings and project deadlines on your calendar will improve your productivity and allow you to see specific goals.

Incentives

Create a system of rewarding yourself for achievements. For example, if you have a 10-page document due within two weeks and you want it done on time, create incentives to write at least one page per day. The stimulus could be time spent on a favorite website after finishing writing that day's page, or it could be a movie or meeting with friends. Rewarding yourself for your hard work will increase your chances of being productive.

There are not so many ideas about an ideal organization that can be officially declared (as not directly contradicting the legal structure). Let's list the most common ones.

Organization of normal order. The idea is based on the elimination of contradictions between different structural levels.

For example, implementation of the plan (requirement of the legal structure) is impossible due to outdated equipment (capability of the technical structure). At the same time, it is impossible to organize work on new equipment due to the lack of qualified personnel (possibility of a personal structure), and free rates are not high enough (possibility of a formal structure) to invite qualified workers from outside. In this situation, changes are made to the formal structure (salaries are increased) and an attempt is made to solve this set of problems.

At the same time, management is trailing behind events. Certain steps are taken after one or another contradiction has surfaced: “Let’s restore basic order...” or “Let’s solve the housing problem...”. And this patching of holes can last as long as desired.

The image of opponents of this approach: “having their head in the clouds”, “moving away from real problems", "enterprises that do not live with the worries", etc.

Organization of an advanced enterprise. The model is based on the desire to bring the enterprise to the number of “advanced”, ^known as advanced” by borrowing best practices from various areas and advertising their own achievements.

Increased prestige of the enterprise makes it easier to solve any problems - from priority allocation of resources to attracting qualified labor force. What is desired is often presented as reality, since the reality of achievements is not always important for advertising. Managerial steps are largely random and depend on the degree of awareness of others’ achievements in a particular area. A borrowed innovation is subject to “improvement” even before it is fully understood: “And we will do it even better!”

The image of opponents of this approach: “conservatives, mired in routine,” “unable to understand new and complex things,” “not thinking about the prestige of the enterprise,” etc.

Organization of general employment. The model is based on the desire to fully employ all employees of the enterprise.

All the workers are busy with some kind of work: one writes, another counts, a third digs the earth. Nobody sits idle. This picture pleases the eye of the leader, as well as the advocates of “social justice:”, understood accordingly.

Whether a business is necessary or not, whether it is carried out using effective or ineffective methods is a secondary question. The main thing is that no one shirks work and that this work is visible to the naked eye. Those who think and smoke and talk outside the framework of an official meeting act irritatingly: they shirk from work and set a bad example for others.

The image of opponents of this approach: “idlers”, “free artists”), “putting themselves above others”, “misunderstood geniuses”, etc.

Organization rational labor. The bearers of these ideas are driven by the desire to improve every work and every undertaking, eliminating everything superfluous and unnecessary.

Any labor movement of any employee must be extremely rational. No forces - human or mechanical - are wasted, everything is thought out, everything is regulated. Any movement of the manager’s little finger (which, however, is also regulated) sets in motion a huge production mechanism in which each employee is a cog who correctly understands his role, is happy with it and receives a precisely calculated reward for it.

The image of opponents of such a campaign: “those suffering from a lack of gray matter,” “those who do not understand the essence of the scientific and technological revolution,” “succumbing to emotions,” etc.

Organization of the human condition. The idea is generated by the desire to create conditions for all workers in which work would give them maximum pleasure (or minimal displeasure), so that they would not even think of causing any damage to the enterprise or looking for work on the side: “All efforts go to our native enterprise!” .

The main thing is a living person with his problems, and not a far-fetched principle. All issues are resolved only by those who are then responsible for them. The role of the manager is reduced to providing qualified managerial (“fatherly”) assistance to subordinates.

Comes to first place personnel policy, which is understood more broadly than usual: if an employee has personal problems, let him have the opportunity to solve them first, otherwise he will still think about them and perform poorly!

The image of opponents of this approach: “strangers, dangerous people”, “washing dirty laundry in public”, “those who would be better suited to work in another organization”, etc.

The Ideal Company: The Benefits of a Good Corporate Culture

"Company number one" or ideal company

If the company is part of a community, a country, if the company has high ethical standards, financial strength, attractive locations, progressive working conditions in the long term - this will be my ideal company. Also, if the company has flexible working conditions, a clear path of advancement, competitive remuneration, international career opportunities and a career followed by a secure financial base with a full-time job is the most important to me. To be an ideal company, it must have a clear vision of the mission and ideas for managing the company to carve out its place in this big world.

There are many benefits of a good company culture. Some of these benefits include productivity, employee morale and motivation, increased communication and collaboration, employee turnover and company profits. Companies must work to achieve a “good” corporate culture, but a potential employee can be matched by culture fairly quickly during an interview. Ask yourself the following questions to help determine company culture:

We often read about how employers see ideal employees. However, the opinion of the latter is rarely voiced in research and surveys. However, the effectiveness of any activity depends on the coincidence of the expectations of both.

We will proceed from the fact that the modern generation strives for creative and intellectual, rather than physical, work. Although the requirements are relevant for employers in any field.

Thus, the main requirement that an employee places on the company is timely and competitive remuneration. He must feel and understand that what he does is valued. You can be happy with 20,000-25,000 rubles a month, provided that they don’t try to saddle the employee with additional responsibilities or somehow save money on it. In this case, there must be a justified financial motivation (bonuses). The latter will play into the hands of the company, because for the sake of additional income The employee is ready to improve his productivity. It is important here not to turn a large part of the monthly income into motivation, otherwise it will simply turn into piecework payment, looking at which the employee will see how little his work is valued.

The second rule of an ideal company, according to the employee, is the opportunity for self-realization and improvement. That is, the employee must be given the opportunity to learn, take initiative and implement own ideas within the scope of the company's activities. This approach, on the one hand, prevents turning any work into a routine, and on the other hand, it increases the dedication of the team. After all, accepting proposals from proactive and ideological employees is a signal to them that their opinions are taken into account and their skills are valued.

The third point is the atmosphere in the team and the company itself. The internal climate in the organization must be positive. This can be achieved in different ways. For example, eliminate aggressive competition between employees and other rules that provoke their inequality. In addition, you can create a certain comfort: relaxation and creativity rooms, weekly dinner gatherings, free bonuses in the form of sweets, fruits, drinks and the like. At the same time, strictness towards employees and dissatisfaction with the work performed must be justified, and not the result of a bad mood or other reasons that provoked them.

Finally, the employee should feel protected. This means that employment must be official, wages must be standard, sick leave and vacations must be guaranteed. That is, a sudden flu or injury should not also be accompanied by nervous shock associated with the employer’s dissatisfaction due to the absence of a subordinate. Work should not be perceived by employees in this case as something temporary that can be taken away from him.

Instead of a conclusion

Of course, everything written above is obvious. However, many employers neglect this. Yes, you cannot create ideal conditions with a limited budget, space and other resources, but you can follow the principles themselves.