it-agile 28 weeks later

September 2, 2012 at 12:54 pm 1 comment

In january I blogged about the internal state of it-agile. Let’s have a look what changed during the 28 weeks since then.

  • We have introduced autonomous business teams to enable scaling and support local experimentation. The business teams synchronize monthly at a whole-day face-2-face meeting and with an offset of two weeks at a shorter monthly telco.
  • After we introduced the teams we discovered some limits to the teams’ capabilities. Not every team was able to generate sufficient customer demand to “make a living”. Therefore we created a virtual sales team (consisting of members of business teams) that focused on demand creation.
  • There was a institutionalized group called “senior consultant group” consisting of the two CEOs and the two most senior consultants. This group decided to dissolve since most of its responsibilities were transfered to the employees and business teams over team.
  • One left over was the process for deciding on salaries. Employees had and have peer groups with whom they discuss their personal development and peer groups may suggest increases in salaries. The final decision was made by the “senior consultant group”. As this group dissolved completely we introduced a “SalaryChecker” group consisting of four people elected by all employees. (The two CEOs were proposed as candidates for the group but didn’t accept the nomination. The current “SalaryChecker” group consists of the two “seniors” of the original board and two other employees.
  • Intrinsifier published an article about it-agile.

Entry filed under: it-agile-blog-planet. Tags: , .

Pivots in grown companies XP-Days Germany vom 29.11. bis 01.12.2012 in Hamburg

1 Comment Add your own

  • 1. ALE2012 Lookback | Markus Gärtner  |  July 17, 2013 at 6:14 pm

    […] On the lunch table I had interesting conversations with some folks about how it-agile is organized internally, and the different democratic ways of working that we share. Among the more interesting stuff are things like peer groups, a democratic way to settle individual salaries, and using the pull principle throughout the whole company. Some of my colleagues have written about that stuff in the past, for example here, here, or here. […]

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

Trackback this post  |  Subscribe to the comments via RSS Feed

%d bloggers like this: