From d35e87e4aebf830c1f062616e8175499bacc568d Mon Sep 17 00:00:00 2001 From: Matthieu Borgognon Date: Mon, 4 Mar 2024 05:43:27 +0100 Subject: [PATCH] style: polish IT policy --- index.html | 2 +- remote_presentation.css | 4 ++++ 2 files changed, 5 insertions(+), 1 deletion(-) diff --git a/index.html b/index.html index d0b2d7c..8ae82ec 100644 --- a/index.html +++ b/index.html @@ -6,5 +6,5 @@ });

What we're talking about?

I will guide you through the fairy tail promess to...

Agenda

  • Mindset Shift
  • Nonlinearity
  • Transparency
  • IT Policy
  • Get Together

Who is this Impostor?

  • 🏒 Referee since 16yo ➡️ FSEA
  • 15y in Industry ➡️ Scrum Master in ⌚
  • Since 2018 full IT guy 🤓

I tried to summarize what gives me the right to talk in front of you today

Who is this Talk for?

  • Business leaders 🇨-positions
  • Change Managers 📈

Poll the audience => so get out / Joke but still you will understand why

People with enough energy and/or power to change things within their organisation ✅

Productivity Paranoia

Microsoft surveyed 20,000 people in 11 countries and analyzed trillions of Microsoft 365 productivity signals, along with LinkedIn labor trends and Glint People Science findings.

Impact of Hurricane Harvey

New research from the UK’s largest money saving brand has revealed that the average UK office worker is only productive for 2 hours and 53 minutes out of the working day; with social media and trawling news websites labelled as the main distractions affecting employee productivity each working day.

Return to the Office is dead

Pr. Nick Bloom Standford University

Mindset Shift

Without Mindset Shift everything is over

I'm convinced that Remote Working is the key to a deep entreprise transformation

FINE Micro Shifts

  • F - Fast Feedbacks!
  • I - Inexpensive
  • N - No permission needed
  • E - Easy to implement

Rather make small changes than big ones.

N = (opt-in/out solutions, small scope, etc.)

Be more radical...

👷 Create a startup...

buy out every employee one by one...

and fire the one who won't change 🔥

Nonlinearity

Use preamption points - Deadlines are pointless -> A project will always use all the time allowed.

-
  • Kanban - One way to do that is to use your task manager to highlight tasks with different colors once their duration exceeds three, five, or ten days, for example.
  • Daily stand-ups
  • Retrospective at least (see next slide)

Retrospectives

  • 🚦Glad-Sad-Mad & Interactions between people
  • 🧰 Ways to improve comfort and efficiency
  • 🚧 Points that led to schedule deviations
  • 😍 Particularly appreciated situations [MIN 3!]
  1. support from colleagues, autonomy at work, work overload, WHO-5, etc.
  2. in general, tools & processes available to be improved / implemented (Work-life balance, working hours, use of digital tools, etc.).
  3. interesting solutions found (approach to be reproduced, or avoided)

Don't loose your time

Meetings are 4D only:

  • Debate
  • Decisions
  • Delibarations / Discussions
  • Debug
  • Chat
  • Wiki - also have to do with Transparency

Transparency

Transparency is the basement of remote efficiency let me down into a specific example but it could be extended to a lot of entreprise's domain

Salary System

Our internal salary system is based on transparency, but try also to avoid nitpicking.

It’s a derivative work of the Liip Salary System itself, based on Basecamp.

Other comparable systems known are: Les Tilleuls.coop

  • we guarantee equal treatment between genders, based on a transparent and participatory system;
  • we pay a gratification to all or to none (no individual bonus);
  • we do not negotiate salaries;
  • we maintain a very low wage ratio of ~3 (ratio between the highest and lowest salary);
  • we don’t discriminate between job type.

💡 Impact is the difference between results provided - resources consumed

💡 Expertise is the sum of know-how + experience

IT Policy

Home or the end of a sanctuary

A 3-count waltz

  • 16th to 18th century: strong collective solidarity ➡️home is not conceived as a place of intimacy
  • First a privilege of the nobility, the 19th century brought a split between private life and work
  • 21st century: ICTs are breaking down boundaries again and overlaying private and professional spaces

with the community taking precedence over the individual

Degradation of working conditions

In extreme cases, remote working can lead to:

  • Highly variable working hours
  • Tiredness and suffering
  • Insufficient income
  • etc.

Cybersecurity

  • Give access to machines that need to be accessed
  • Infrastructure as Code and secret management
  • Optimize your process until you can on board someone in 20min machine and rights to corresping servers/SaaS included

Be transparent and document it

  • BYOD
  • Working time
  • Right to time off
  • On-call limits
  • ...

Get-Together

Remote Working's danger

  • Feelings of isolation and lack of social interaction
  • Physical and mental health problems

Employee Healthiness

  • Screen work SUVA recomendation
  • WHO-5

Value time for non productive time during calls

Organize Informal physical meetings

  • Organized on a rotating basis by all
  • e.g. Show others something that is special to you (theme, activity, etc.)
  • At least every 4 months (ideally 3)

Thanks for watching onsite and remotely +

  • Kanban - One way to do that is to use your task manager to highlight tasks with different colors once their duration exceeds three, five, or ten days, for example.
  • Daily stand-ups
  • Retrospective at least (see next slide)

Retrospectives

  • 🚦Glad-Sad-Mad & Interactions between people
  • 🧰 Ways to improve comfort and efficiency
  • 🚧 Points that led to schedule deviations
  • 😍 Particularly appreciated situations [MIN 3!]
  1. support from colleagues, autonomy at work, work overload, WHO-5, etc.
  2. in general, tools & processes available to be improved / implemented (Work-life balance, working hours, use of digital tools, etc.).
  3. interesting solutions found (approach to be reproduced, or avoided)

Don't loose your time

Meetings are 4D only:

  • Debate
  • Decisions
  • Delibarations / Discussions
  • Debug
  • Chat
  • Wiki - also have to do with Transparency

Transparency

Transparency is the basement of remote efficiency let me down into a specific example but it could be extended to a lot of entreprise's domain

Salary System

Our internal salary system is based on transparency, but try also to avoid nitpicking.

It’s a derivative work of the Liip Salary System itself, based on Basecamp.

Other comparable systems known are: Les Tilleuls.coop

  • we guarantee equal treatment between genders, based on a transparent and participatory system;
  • we pay a gratification to all or to none (no individual bonus);
  • we do not negotiate salaries;
  • we maintain a very low wage ratio of ~3 (ratio between the highest and lowest salary);
  • we don’t discriminate between job type.

💡 Impact is the difference between results provided - resources consumed

💡 Expertise is the sum of know-how + experience

IT Policy

Home or the end of a sanctuary

A 3-count waltz

  • 16th to 18th century: strong collective solidarity ➡️home is not conceived as a place of intimacy
  • First a privilege of the nobility, the 19th century brought a split between private life and work
  • 21st century: ICTs are breaking down boundaries again and overlaying private and professional spaces

with the community taking precedence over the individual

Degradation of working conditions

  • 🕛 Highly variable working hours
  • 😖 Tiredness and suffering
  • 💵 Insufficient income
  • 🪦 etc.

In extreme cases, remote working can lead to:

(Cyber) Security

  • Provide access only to the machines that are needed
  • Infrastructure as Code and Secrets Management
  • Streamline your process so that you can onboard someone in 20 min in terms of machine and server/SaaS rights.

Be transparent and document it

  • BYOD
  • Working time
  • Right to time off
  • On-call limits
  • ...

Get-Together

Remote Working's danger

  • Feelings of isolation and lack of social interaction
  • Physical and mental health problems

Employee Healthiness

  • Screen work SUVA recomendation
  • WHO-5

Value time for non productive time during calls

Organize Informal physical meetings

  • Organized on a rotating basis by all
  • e.g. Show others something that is special to you (theme, activity, etc.)
  • At least every 4 months (ideally 3)

Thanks for watching onsite and remotely Q&A

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