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Written by: Larissa Murillo, Marketing Manager, MarketGoo

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WENCES GARCIA CEO/MARKETGOO

Our company, MarketGoo, was founded in 2012, and we have dedicated four years to building a workplace that enables a semi-remote developer team to be exceptional. Here are a few things we learned.

Building culture does not happen overnight

As is the case with many startups, before “culture” could even be considered a thing founders Wences Garcia and Jose Miguel Perez had to make sure their first hires were the kind of people they wanted to build their culture around. Without even having defined their culture yet, they decided to focus on two factors—transparency and character—as the foundation for the company’s culture and hiring process.

Create transparency or suffer the consequences

We’ve always been totally transparent with potential hires and with the team, not only about finances, but also about work climate and challenges. Employees know how their work fits into the bigger picture, and transparency ensures that everyone is working together toward a common vision. We’re careful to avoid ambiguous goals, which can unwittingly foster mediocrity and discontent. This is especially important when prioritizing tasks and deadlines.

Early on, when we were still developing our culture, we had one particular project that was backlogged into oblivion. There was no common sense of urgency; everyone was thinking about how the project impacted their own team. We put transparency into action, discussing in a company-wide meeting how the project fit into our MRR objectives and how it could be a game-changer for all of us. Everyone was given a chance to air their frustrations about how the project had been lagging, and the development team was able to offer a fresh perspective on why it had been relegated to the back of the queue. After a collaborative discussion we all came up with a simple solution and were able to move forward with a clear, unified purpose. We’ve had quite a few projects like this since then, and each of them succeeds once we gave transparency the center stage.

Where transparency begins and ends

When it comes to the company’s finances, we don’t hold back. Sales, revenue, profits, and major milestones and setbacks are available for all to see and discuss. This empowers employees to make project, budget, and team decisions based not only on a common mission, but on the financial goals of the company. This applies to new hires and established employees alike. Everyone knows what to expect from the get-go, so there are no surprises down the road. We’ve learned that the more each team member knows, the better their performance is.

Transparency does, however, have its limitations, specifically when it comes to individual employee salaries. Everyone has their own roles and responsibilities, so the problem of wondering how much your peers and colleagues make never really took off here.

Read the full article at Stackify.com

Posted on Friday, February 10, 2017 2:47 PM The Dev Life , Dev Culture , BuildBetter | Back to top


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