However, there is still a lot of debate about the application of this agile methodology, born in the IT area, at the corporate level, as many leaders do not understand Agile as a transformation that affects the entire organizational culture.
Scrum makes it possible to take a less plastered and quick feedback approach so you can respond quickly.
It is an ideal tool for managing and solving complex, unpredictable problems, ensuring adaptation, while productively and creatively delivering services and products with possible value.
In this article, you will find out at least 5 best practices for developing Scrum in your team. But before that, we urge you to read a few words on Scrum that we’ve already talked about:
1. People management with a focus on stability and dedication
Stable groups that spend a lot of time working together develop more cohesion, space for sharing information, and more productivity. In addition to stability, dedication and engagement can also positively impact results.
The starting point of good people management is motivation. It is the engine that drives employees to constantly do their best.
Therefore, when a team is unmotivated, it is necessary to know how to identify what is generating it to reverse the situation and offer what it is looking for in its career. Before she goes looking elsewhere.
The incentives to have a motivated team are diverse. You can offer a financial stimulus, a consistent career path, a challenging project, among other actions.
A widely used strategy is the bonus for the achieved goal. Every time an employee or a team fulfills a defined objective in a pre-established period, the company gives some kind of bonus.
This creates healthy competition and motivates members to dedicate themselves to something important to the company.
For this, it is necessary to understand what can motivate employees to continue in the company, performing quality work.
2. Realistic and achievable goals
In many cases, unrealistic delivery goals are established, generating tension and frustration in the parties involved, deviating from the logic of the Scrum framework.
Sutherland suggests that increments be made based on the average deliveries of the last 3 sprints. If the team delivers ahead of schedule, more elements can be added.
By defining a person to act in the role of Product owner and leaving the construction of the Product backlog under their responsibility, Scrum enables all tasks to be prioritized according to the company’s objectives.
Once the methodology is implemented, it eventually becomes clear which tasks are being performed by the team but are not that important – or which tasks are not aligned with the company’s objective and the team’s role within that objective.
By eliminating or delegating these tasks to other teams, the team starts to focus on what really matters.
This is the first step to ensure the team is continually delivering value to the company and the end customer.
3. Crisis and risk management
Internal and external factors will cause problems mid-sprints; thus, it is important to have a response strategy that guides and gives assertiveness to the team.
Before designing the crisis management plan, it is helpful to know the company’s weaknesses.
Every business is at risk and some may be more obvious for certain businesses. To find out yours, convene the crisis management committee and list possible issues that might occur. Hence the importance of having a multidisciplinary team, by the way. In this way, no potential risk is left out.
Customer feedback is another good source of company weaknesses. Look at the responses consumers have given to the surveys you’ve done and raise potential risks.
Planning for crisis management should start well before problems arise. At this point, the company must work on its image and prepare for any problems that may arise.
It’s hard to make predictions, but having a team and a plan in place helps a lot when (and if) the crisis breaks out. When the company doesn’t prepare, on the other hand, it’s easier to make wrong decisions in the heat of the moment. The business may also make inaccurate or misaligned statements, extending the problem.
It is important not to use a generic model, but to make a customized plan for your business, considering the risks raised above.
4. Organization is the key
Problems need to be resolved as soon as they present themselves to keep the organization organized. Whenever something falls short or doesn’t agree with what had been defined, the team needs to solve it quickly.
After tracing the goal, it is necessary to define assertive strategies to reach the goals and keep the company in exponential growth. This process must involve the company’s culture to ensure that what is required of employees actually meets the company’s expectations.
A good strategy takes into account the current market scenario in which it operates, as well as an in-depth study of competitors. To make it easier, bring all these elements together in an action plan and establish steps that will achieve the desired results.
The plan must be periodically revised to ensure that the actions still make sense for the moment the organization is living. Many companies have an area dedicated exclusively to this function, while others choose to hire outsourced consultants to ensure that the flow is being followed correctly.
Ensuring that activities are being carried out correctly helps establish performance standards, assesses employee performance, and provides input for feedback, which must be carried out at least once a year during evaluation cycles.
Sometimes some processes are part of the routine more out of habit than out of necessity. Periodically review processes to identify what activities can be eliminated or streamlined, and use technology to your advantage at that time.
5. Well-being and satisfaction
Agile methodologies are not just processes, fast-paced and assertive deliveries. Monitoring and acting to ensure the well-being and motivation of the team is essential for sustainable growth. This is an Agile value as important as any other.
A person’s life outside the company will inevitably affect their performance at work. People with health problems emotionally stressed or with financial issues cannot be 100% focused.
These issues affect the employee and, of course, compromise the team’s productivity and the competitiveness of the business.
The main point is to humanize work relationships so that it is possible to balance personal and professional life. The time spent in the organizational environment is extensive.
Therefore, it is essential, especially for leaders, to relate performance to people’s well-being. Common sense and flexibility are keywords to create a pleasant and healthy environment for everyone.
It is also essential that the organization offers the necessary resources for the employee to develop professionally and be able to carry out their activities with excellence.
We are talking here basically about courses, scholarships, workshops, lectures. Besides, of course, the fair distribution of tasks and salaries.
There is a multitude of moves that can be made in this direction. Some companies, especially those with a more modern profile, have bet on flexible hours and home office as a form of incentive.
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