People

People are the heart of the company.

1. We value common success on the same level with personal.

  • We are open to colleagues, we share personal and team experience.
  • We share common culture, best practices and their understanding within each team.

Practices & rituals:

Communities

Our company is divided into products and domains. It means that we do not separate IT teams and business teams. These conditions make professional communities and guilds vital.

Cross-product communities by interests allows for knowledge and news sharing, is a source of organizational and professional help and almost the only way to keep a connection between colleagues with similar competences across the organization. It is highly encouraged for teams to invest resources in community development.

Retrospective
The Retro is the event giving an opportunity for the team to inspect itself and create a plan for improvements to be enacted next time. [source]
InnerSource
Being InnerSource Ready means that you are ready to collaborate with other developers, including developers in your team.
Contribution conventions
The project uses a consistent convention to handle contributions from it’s own team but also for external teams, I.E: pull requests, code-review and branch permissions [source]


2. We accept mistakes and learn from them.

  • We share ideas and test them fast, even the craziest.
  • We are not afraid to take the first step, fall into the dirt, rise, shake off, write a post mortem with clean hands, and go the other way.
  • We work on our mistakes to prevent them in the future.
  • Mistakes term does not include intentional violation of the rules.

Practices & rituals:

Fail fast
Fail fast is a philosophy that values extensive testing and incremental development to determine whether an idea has value. An important goal of the philosophy is to cut losses when testing reveals something isn’t working and quickly try something else, a concept known as pivoting. [source]
Post mortem
Also called a major incident review. A written blameless-style incident review with the timings and activities that were done in order to fix the problem. Also contains activities that should be done in the future to prevent repetition of the accident.


3. We respect colleagues and their time.

  • We respect team rules.
  • We prefer nonformal style of communication to officialism.
  • We know goals of every meeting and record all decisions. Each invitation to a meeting should have an agenda.
  • We prepare for meetings before the meeting. Meetings are not the only way to make a decision
  • We listen to each other and give everyone an opportunity to express and explain their point of view.
  • We don’t impose our opinion in any way, but do our best to explain it and convince others.
  • We may work remotely and have flexible working hours.
  • We value work-life balance.

Practices & rituals:

Remote Ready

We are modifying our process for meetings, reviews, and other collaboration to accommodate remote work.

  • Remote-only employees have meetings that are built with them in mind.
  • Meetings via videoconferencing by default
  • Accessible, structured, and documented team meetings
  • Document, document, document (aka, nothing is word-of-mouth or from memory)
  • No hallway conversations (unless you document them)
  • Planned together-time
Tools Availability
We can take corporate notebooks wherever we want. All tools and environments are available on the internet or through VPN.
Facilitation
Facilitation is a technique to manage a group conversation in such a way that everyone stays on the topic and is involved in a meaningful way. [source]


4. We give and request constructive feedback.

  • We use nonviolent communication.
  • We discuss facts, not emotions or personality.
  • We are open to new ideas.

Practices & rituals:

BORD
Once a year feedback session. Used also for yearly goals standing.
Short Cycles
Did something – ask for feedback. Short cycles and feedback loops – an ideal picture. The sooner you get the feedback, the faster you can fix the problem.


5. We constantly develop our skills and can choose any direction.

  • Our job is safe, but role is not.
  • We can ask colleagues to be a mentor.

Practices & rituals:

Internal Rotation
Want to change job — ask HR for options. There is a possibility to change a product/project.
In Store Integration

Each employee, regardless of position or position, must pass a two-week internship in the store.

This is necessary to better understand the specifics of the business, people and their real pains.


6. We work consciously.

  • We know the subject area.
  • We understand what for and why we are doing every task.
  • We know the code we write and technologies we use.

In Store Integration

Each employee, regardless of position or position, must pass a two-week internship in the store.

This is necessary to better understand the specifics of the business, people and their real pains and think about possible improvements.

Retrospective
The Retro is the event giving an opportunity for the team to inspect itself and create a plan for improvements to be enacted next time. [source]
30% rule
Each engineer may spend some part of his working time on R&D tasks, technical debt reduction or education. The percentage it is approximate number and should be determined by technical leader together with the product team.