Offy Handbook: Difference between revisions

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Decisions on compensation and benefits follow the Advice process. The impacted and experts people from whom you should take advice are your Influencers :

- The Proximity Influencers are the ones who know you best, who know what you delivered, what's your potential, what are your ambitions, and how far from your Element you are.

- The Spiritual Influencers are the ones who know best who you want to be, but also through their seniority and broad perspective on the organization, who will know the other compensations packages in the company, to ensure fairness across the board.

Every Offy is invited to discuss at least once a year with his Influencers about his compensation and take their advice when he wants to change it.

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At Officience, salaries ranges of everyone are available in Dinh. Why? We believe it’s part of the information you need to have at hand when deciding (with your influencers) on your next salary.

==== Your roles you shall choose and regularly update ====

We strive to hire people based on a set of attitude and skills, and for that reason, it’s not always clear at first what your “job” will be at Officience. Like most companies we do have specific projects which require a given expertise, but it can also happen we hire people because… we like them (read: their attitude fits with our culture, and they share our purpose).

As soon as you join us, and whether you were hired for a given project or not, your responsibility will be to define your mission within the company, through the form of roles. There are actually no limits to the number of roles you can have, as long as you follow a few ground rules.

What is a role? It is a mix of a scope of work and accountabilities. Yes, you read it well, even though you are self-managing, it doesn’t mean you have no accountabilities (or ownership). The main difference is that these accountabilities are not towards a manager: they are towards the people you interact with in your scope of work. In that sense, engaging in a role becomes a commitment to your colleagues for that role.

Another interesting point regarding roles: they can evolve over time. Unlike traditional companies, you are not stuck to a “position”, and no one will be here to assign you to another role. You assign yourself. You decide what role suits best with your expertise, and with what the company currently needs. Similarly, it can happen that at a given time you have no role in the company. It’s not a shame, be open about it. It will be the first step that allows you to find your next role(s). Also, you will find regular calls for support on Google+, or in the specific [https://plus.google.com/u/0/communities/114247689785052683839/stream/f3566408-31a6-46a3-afd0-e16992647d26 Project Market Place] section.

That’s the space you will find your next project - or even call for help on the projects you want to launch!

==== Your contribution - and your peers’ - you shall monitor ====

What you may wonder after reading about self-management and choosing your roles is: “ok nice, but who is going to make sure I do my job?”. Here again, the answer lies within the principles of both “self-management” and “every Offy is a sensor”.

And actually, from that point, the “evaluation” flows naturally. No manager will be here to tell you that you are “performing” well or not. However, for a specific role that you chose, your colleagues will hold the responsibility to give you regular feedbacks on what you deliver (or don’t). The same way, you will have to give regular feedbacks to them on what they deliver.

These feedbacks do not have to happen every 1, 2 or 6 months. The more instantaneous the better. And it’s actually very important to make sure they are regular, whether they are positive or negative. It avoids letting bad feelings build up when they are negative, and it keeps a good spirit and a feeling of respecting each others’ work when they are positive.

=== The Offy Communities ===

Get a Life, Not a Job. You only have one, live it to the fullest.

Here are a few of many initiatives launched by our Offies over the past few years. Join them. Or launch your own!

'''OffiRead'''

''“The right book in the right hands at the right time can change the world.” – Goodreads.''

OffiRead was launched with the aim to help Offy find and share books we love. Are you a book lover? What is your favorite book? [https://docs.google.com/spreadsheets/d/1Ww-XscSP6ckyF4NpzI95U5a-LkkLJDHhxB78IQWGqAg/edit#gid=0 Choose one] as a welcome gift for newcomers!

'''AperOffy'''

AperOffy is a Meetup between passionate people around our causes in an intimate setting at Officience. It is being held once or twice a month. It's a chance for Offies to meet new interesting people and expand their knowledge. [https://www.facebook.com/groups/aperoffysaigon/ Join us today]!

'''GreenOffy'''

With GreenOffy community, we try to make our workplace "greener". Three mains causes: LEARN to have a strong knowledge base in sustainability, SHARE information and ideas to create link between Offies, and BUILD to become a green-maker. [https://plus.google.com/u/0/communities/101704779699256136343 Here is our community]!

'''oTOD'''

A training center on demand for all Offies to improve their knowledge and experiences. Trainers could be any Offy who is senior, expert on the required domain, or external experts if necessary. With only five raised hands for a same training course, oTOD will do the rest. Time to spread the knowledge!

'''VIVO'''

''It's not only company trip, it's team building.''

The success of a company depends on more than just the skills and abilities of each individual team member — we need to learn how to function as a cohesive whole. That doesn’t happen by accident. It takes team building. '''''"Many of our VIVO games are very interesting, inspired from Agile games and some of them were probably taking place for the very first time in Vietnam." - Duc Ha Duong.'''''

Vivo games will teach you time management, encourage leadership, improve relationships, increases efficiency, build trust, and encourage teamwork. But for now, keep calm and wait for Vivo 2015.

More about VIVO:

- [https://www.youtube.com/watch?v=gNCtgbf53gQ&feature=youtu.be The Video]

- [https://www.flickr.com/photos/128503232@N05/sets/72157648181356750/ The Pictures]

=== A few books you may want to read ===

'''About our organizational vision'''

Reinventing Organizations - ''Frédéric Laloux''

Rework - ''Jason Fried''

'''About the connection economy & the new leadership'''

Tribes - ''Seth Godin''

Here Comes Everybody - ''Clay Shirky''

Leaders Eat Last - ''Simon Sinek''

'''About self-management & purpose'''

The Element - ''Ken Robinson''

Drive - ''Dan Pink''

Start With Why - ''Simon Sinek''

Linchpin - ''Seth Godin''

== See Also ==

* [[Influencers]]

@@ Line 226: / Line 226: @@
 Decisions on compensation and benefits follow the Advice process. The impacted and experts people from whom you should take advice are your Influencers :
 <br />
- - The Proximity Influencers are the ones who know you best, who know what you delivered, what's your potential, what are your ambitions, and how far from your Element you are.
+- The Proximity Influencers are the ones who know you best, who know what you delivered, what's your potential, what are your ambitions, and how far from your Element you are.
 <br />
- - The Spiritual Influencers are the ones who know best who you want to be, but also through their seniority and broad perspective on the organization, who will know the other compensations packages in the company, to ensure fairness across the board.
+- The Spiritual Influencers are the ones who know best who you want to be, but also through their seniority and broad perspective on the organization, who will know the other compensations packages in the company, to ensure fairness across the board.
 <br />
 Every Offy is invited to discuss at least once a year with his Influencers about his compensation and take their advice when he wants to change it.
@@ Line 234: / Line 234: @@
 At Officience, salaries ranges of everyone are available in Dinh. Why? We believe it’s part of the information you need to have at hand when deciding (with your influencers) on your next salary.
+==== Your roles you shall choose and regularly update ====
+We strive to hire people based on a set of attitude and skills, and for that reason, it’s not always clear at first what your “job” will be at Officience. Like most companies we do have specific projects which require a given expertise, but it can also happen we hire people because… we like them (read: their attitude fits with our culture, and they share our purpose).
+As soon as you join us, and whether you were hired for a given project or not, your responsibility will be to define your mission within the company, through the form of roles. There are actually no limits to the number of roles you can have, as long as you follow a few ground rules.
+What is a role? It is a mix of a scope of work and accountabilities. Yes, you read it well, even though you are self-managing, it doesn’t mean you have no accountabilities (or ownership). The main difference is that these accountabilities are not towards a manager: they are towards the people you interact with in your scope of work. In that sense, engaging in a role becomes a commitment to your colleagues for that role.
+Another interesting point regarding roles: they can evolve over time. Unlike traditional companies, you are not stuck to a “position”, and no one will be here to assign you to another role. You assign yourself. You decide what role suits best with your expertise, and with what the company currently needs. Similarly, it can happen that at a given time you have no role in the company. It’s not a shame, be open about it. It will be the first step that allows you to find your next role(s). Also, you will find regular calls for support on Google+, or in the specific [https://plus.google.com/u/0/communities/114247689785052683839/stream/f3566408-31a6-46a3-afd0-e16992647d26 Project Market Place] section.
+That’s the space you will find your next project - or even call for help on the projects you want to launch!
+==== Your contribution - and your peers’ - you shall monitor ====
+What you may wonder after reading about self-management and choosing your roles is: “ok nice, but who is going to make sure I do my job?”. Here again, the answer lies within the principles of both “self-management” and “every Offy is a sensor”.
+And actually, from that point, the “evaluation” flows naturally. No manager will be here to tell you that you are “performing” well or not. However, for a specific role that you chose, your colleagues will hold the responsibility to give you regular feedbacks on what you deliver (or don’t). The same way, you will have to give regular feedbacks to them on what they deliver.
+These feedbacks do not have to happen every 1, 2 or 6 months. The more instantaneous the better. And it’s actually very important to make sure they are regular, whether they are positive or negative. It avoids letting bad feelings build up when they are negative, and it keeps a good spirit and a feeling of respecting each others’ work when they are positive.
 === The Offy Communities ===
+Get a Life, Not a Job. You only have one, live it to the fullest.
+<br />
+Here are a few of many initiatives launched by our Offies over the past few years. Join them. Or launch your own!
+'''OffiRead'''
+''“The right book in the right hands at the right time can change the world.” – Goodreads.''
+OffiRead was launched with the aim to help Offy find and share books we love. Are you a book lover? What is your favorite book? [https://docs.google.com/spreadsheets/d/1Ww-XscSP6ckyF4NpzI95U5a-LkkLJDHhxB78IQWGqAg/edit#gid=0 Choose one] as a welcome gift for newcomers!
+'''AperOffy'''
+AperOffy is a Meetup between passionate people around our causes in an intimate setting at Officience. It is being held once or twice a month. It's a chance for Offies to meet new interesting people and expand their knowledge. [https://www.facebook.com/groups/aperoffysaigon/ Join us today]!
+'''GreenOffy'''
+With GreenOffy community, we try to make our workplace "greener". Three mains causes: LEARN to have a strong knowledge base in sustainability, SHARE information and ideas to create link between Offies, and BUILD to become a green-maker. [https://plus.google.com/u/0/communities/101704779699256136343 Here is our community]!
+'''oTOD'''
+A training center on demand for all Offies to improve their knowledge and experiences. Trainers could be any Offy who is senior, expert on the required domain, or external experts if necessary. With only five raised hands for a same training course, oTOD will do the rest. Time to spread the knowledge!
+'''VIVO'''
+''It's not only company trip, it's team building.''
+The success of a company depends on more than just the skills and abilities of each individual team member — we need to learn how to function as a cohesive whole. That doesn’t happen by accident. It takes team building. '''''"Many of our VIVO games are very interesting, inspired from Agile games and some of them were probably taking place for the very first time in Vietnam." - Duc Ha Duong.'''''
+Vivo games will teach you time management, encourage leadership, improve relationships, increases efficiency, build trust, and encourage teamwork. But for now, keep calm and wait for Vivo 2015.
+More about VIVO:
+<br />
+- [https://www.youtube.com/watch?v=gNCtgbf53gQ&feature=youtu.be The Video]
+- [https://www.flickr.com/photos/128503232@N05/sets/72157648181356750/ The Pictures]
 === A few books you may want to read ===
+'''About our organizational vision'''
+<br />
+Reinventing Organizations - ''Frédéric Laloux''
+<br />
+Rework - ''Jason Fried''
+'''About the connection economy & the new leadership'''
+<br />
+Tribes - ''Seth Godin''
+<br />
+Here Comes Everybody - ''Clay Shirky''
+<br />
+Leaders Eat Last - ''Simon Sinek''
+'''About self-management & purpose'''
+<br />
+The Element - ''Ken Robinson''
+<br />
+Drive - ''Dan Pink''
+<br />
+Start With Why - ''Simon Sinek''
+<br />
+Linchpin - ''Seth Godin''
 == See Also ==
 * [[Influencers]]

Offy Handbook: Difference between revisions

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