3 essentials to building and maintaining a high performance workforce
Building and Maintaining A Remote Workforce - A Startup Story
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01 SUCURI A STARTUP STORY Sucuri.net
Transcript of Building and Maintaining A Remote Workforce - A Startup Story
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A STARTUP STORY
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THEN vs NOW
Then - 2008-2010
Now – 2015 (YTD)
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A BALANCED FOUNDATION
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"Either a company is growing or it is dying. Always good to be on the growth side..” ~ Daniel Cid
“Be the constant in a constantly evolving space!!" ~ Tony Perez
A clearly defined balance between growth and stability guides every choice that we make as an organization
Picture of Daniel and Tony
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PROMOTING an AGILE workforceHow do we find our unique brand’s balance between good posture
good people and responsible, responsive growth?
04 FEEDBACKData saves lives & strengthens companies
05 ADAPTABILITYOut-smarting disaster
01 COHESIONA strong brand is built from
within
02 FLOW
06 GROWTHThe when, why, and how of getting bigger
03 INDIVIDUALIZATIONThe benefits of providing
choices
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Perfection in processes
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COHESION: CREATING CULTUREA sense of identity allows a digital workforce to function more easily as a
unified force within any market or situation
Mission statementProvide answers to the “existential questions”
HistoryOrigin stories actually do make for better superheroes!
TeamworkNothing brings people together more quickly than shared goals
The human elementFun has a very important function
A culture of “yes”Failure is a possibility, but it’s also a fast-track to refinement
AccountabilityEveryone onboard a successful ship has a personal interest in keeping it afloat
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FLOW: ELIMINATING “NOISE”Save yourself and your team members time by keeping your processes
lean and concise
WorkflowDoes it happen often? Might it happen sometimes? Everyone should know what the plan is or where to find itResourcesEveryone appreciates the option to be self-reliant
ReasonsIt’s amazing what explaining “why” can do!
PrioritizationThriving companies are full of triage specialists
EfficiencyA complex task is more likely to be done poorly (if at all)
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INDIVIDUALIZATION: THE BENEFIT OF DIVERSITY
Providing choices is a win, win, win
Clients winThe ability to come to you comfortably, no matter what their experience level isEmployees winA sense of identity and responsibility as unique and valuable components within the organization
Many viewpoints = many sources of feedbackEach experience with your company gives you a new perspective
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FEEDBACK: THE MOST VALUABLE RESOURCE
Collecting and using this information effectively will allow for faster and more effective adaptations as your market environment or your role
within it changesMake it painlessSimplicity = volume
Make it globalJust because you don’t need the information now doesn’t mean it won’t be useful in the future
Consider the “dark matter”Absence of data may indicate unconsidered opportunities
Make it known when it countsFeedback should be celebrated. It also makes for an excellent instructor
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ADAPTABILITY: WHAT COULD GO WRONG?
Something will go wrong – something always does. Accounting for potential pitfalls will allow you to stay one step ahead of disaster
TestingFind the “holes” before someone else does
Cross-trainingIncreased workload? Employee crisis? Having a few people ready to help out might save the day
Backups and redundanciesKeep your data and site and resources safeguarded against potentials by creating secure backups Proactive v. reactive stanceGive yourself and your team the gift of forethought
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GROWTH: IT DOESN’T HAPPEN IN A VACUUM
What’s next for your company? Responsible growth allows companies to maintain stability while refining and rising to new challenges
Every gap is an opportunityLet the “you are here” picture define places you are not and ways in which you can expand or increase refinementResponsible disclosureUse discretion when disclosing the details of smaller movements until you’re sure of the details to avoid “noise” or disappointment.Use that feedback!Goals and ideals are fantastic and inspirational things, but use the data to create a realistic set of opportunities
Promote from within Allow employees to organically transition into new roles and team functionsNobody is an “expert”Assume the viewpoint of someone who can always stand to learn more, and encourage your team to do the sameHire for the futureChoosing people with a range of potential skill applications can simplify the growth process
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