The Agile Roundup #1 – Employee Engagement and Self-Organization

The Agile Roundup #1

At Sigao Studios, we are constantly pushing to improve ourselves by learning from others. We are starting a weekly roundup that features articles and information we find helpful and enlightening. Please subscribe to our mailing list so we can inspect, adapt and improve ourselves together. In this week’s roundup, we focus on articles that communicate the importance of employee engagement and how you can approach your team in ways that improve both engagement and self-organization. Employee engagement can be tough to define, so we will begin with an article that does just that; it defines Employee Engagement.

Employee Engagement: The Definition

Definition of Employee Engagement
If someone asked you to define employee engagement in a single sentence, what would you say? I do sometimes wonder if employee engagement is like porn. We all know what employee engagement means, right? Read more…

Next, we will explore ways you can improve your employee engagement in order to attract and retain skilled software engineers.

4 ways to attract and retain skilled software engineers

4 ways to attract and retain skilled software engineers
Currently,there are over 500,000 open computing jobs in the United States, a number that is expected to grow to over 1 million by 2024. In that same time period, US colleges are expected to produce around 203,000 new computer science graduates. There is a huge gap between supply and demand of skilled software engineers. So, how does your development organization compete in such a fierce sellers’ market?
Read more…

Your method of leadership is important in supporting your team’s engagement. Agile principles strive to create servant leaders, not command and control leaders. This post explores a pattern to create servant leadership.

Pattern of the Month: Servant Leadership

Servant Leadership PatternMotivation: If a team is to self-organize in order to meet a goal, they must be permitted the freedom to do so, and provided with the guidance and support they need. This implies that a manager is needed who can smooth their progress and help them to make and meet their commitments. In short good leadership is required, and the best leaders serve their team…the team does not serve them. Pattern of the Month: Servant Leadership – DZone Agile

It can be difficult for a manager to let go of managing their team. This article explores the values of letting your team self-organize.

Agile Leadership: Trust vs. Control

Agile Leadership - Trust vs. Control
The concept here is that the stop light gives the impression of control but actually results in a system where there are far more potential points of conflict. Whereas the traffic circle seems chaotic but reduces the number of conflict points. This is a great analogy because a traffic circle is essentially a complex adaptive system; just a few rules to follow while letting the drivers adapt to the traffic flow. Scrum is also a complex adaptive system. Just a few rules to follow (3-5-3) while letting the team inspect and adapt. Read more…

Finally, our book of the week is meant to help guide you to creating a self-organized team.

Book of the week: Elastic Leadership by Roy Osherove

Elastic Leadership
We came across the book elastic leadership at a recent Birmingham Agile Meetup. Among other things, Osherove outlines his Team Leader Manifesto, a guide to create a person-centric approach to leadership that can result in building a truly self-organized, agile team.
Elastic Leadership: Growing self-organizing teams

Images from hrbartender.com, Sigao Studios, dzone.com, scruminc.com

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