At Seedbox Technologies, we use agile development and scrum in all our engineering teams and have the vision of becoming a fully agile company one day. To support this vision, some of our non-engineering teams are starting to adopt and adapt agile principles that will help them deliver more value for our customers, partners, and team members. Here is a kickoff presentation we created to start this transformation with one of our HR teams, responsible for driving our company culture projects. We hope this can inspire other technology (and non-tech) companies to make a similar change in their organizations.
FIRST BIG REASON: “Because HR’s strategic plan is very ambitious … AKA we have a ?#@*&%! load of work to do!!” • Complex Projects (micro-details, different skills needed, must work together) • Prioritization (juggling multiple projects, different phases, defining value) • Multiple Stakeholders (many people implicated, everyone affected) • Revolutionary (what we are doing literally changes our way of life at Seedbox) IMPORTANT & EXCITING & A LITTLE SCARY!
SECOND BIG REASON:“All eyes are on us .. so it is REALLY important todeliver our projects effectively and consistently!”• We Affect Everyone (they know it, they feel it, they are watching us…)• Momentum (so much is changing, people want more and fast)• Consistency Builds Support (deliver continuous value, people will believe in us) Balance of quantity & quality!
THIRD BIG REASON: “We have already formed an alliance betweentraditional HR and Marketing ... and it’s working …so let’s take it to the next level!”• Results So Far (our website, social club, communications program, Jobvite, etc..)• Support From the Top (Our objectives = our company’s strategic objectives)• Creation of Dedicated Team (HRMARKETINGCULTURECOMMUNICATION team)• Marketing Director’s Goal and Commitment is to help this team… BUILD Seedbox from the inside out!
HR DEPARTMENT: With a Real Mix of Responsibilities
HYBRID TEAM: responsibilities• HR Programs (onboarding, performance, retention, recognition)• Recruitment Strategies• Internal Communications• Event Planning• Online Marketing (Website, Blogging, Social Media)• Seedbox Branding TO use an agile term, we have one big backlog!
HYBRID TEAM: how to structure• The team is currently small (and mighty) … 2 full time staff• Mix of backgrounds / skills (HR, Marketing, Communications)• It will be a challenge to funnel all the projects into one backlog
HYBRID TEAM: how to structure• To structure this team, we believe in the following: • This team should be recognized as a unique unit at Seedbox (aka: not just part of traditional HR practices) • This team should support our vision to become a fully agile company • To focus on delivering value for employees, our Marketing Director will work directly with the team to build a framework using SCRUM. • SCRUM will help us organize, prioritize, deliver, evaluate, improve and … speak the same language as our peers!
HYBRID TEAM: roles & responsibilitiesRoles:• HR DIRECTOR – HR Sponsor & Stakeholder• MARKETING DIRECTOR – Product Owner / Scrum Master• 2 FULL TIME STAFF – Dedicated Scrum TeamResponsibilities:• Building and prioritizing the backlog (HR & MARKETING DIRECTORS)• Facilitating all the Scrum rituals and sprints (MARKETING DIRECTOR)• Planning, committing, delivering, evaluating tasks (TEAM)
DISCLAIMER:The transition of the HYBRID team to a SCRUM team willnot happen overnight. It will happen gradually over thenext few months … as we adapt and apply theseprinciples to our team.SO WHAT ARE THE next STEPS?
NEXT STEPS:PHASE ONE:• Team Identity (unless we want to get stuck with using HYBRID forever..)• Governance (objectives, ground rules, definitions of READY & DONE)PHASE TWO:• FAKE Sprints (slow integration of scrum rituals into how we execute projects)• Daily Stand Up Meetings• Creating the BIG BACKLOG (this will be a fun challenge for the Directors!!)PHASE THREE:• Preparing for Sprint 1 (actual planning and committing to first sprint)• SPRINT 1 (first official sprint using rituals)