Professional communities in large companies

Appeared. record There were meetings of the channel about professional communities in Rosbank, where I discussed last week. The following wonderful people participated in the meeting besides me:

• Sergey Shcherbinin, author of the channel "nothing" and organizer of the meeting
• Pasha Solomin, leader of the development and maintenance of SBOL
• Sasha Denisov, Director of the Department of IT Support of Users and Customers of Digital Services of Rosbank
• Max Morozov, CEO Aston

We talked about a lot of things and here are a few of them. How and why do corporations build trade unions and how do they measure their effectiveness? How to build independent leadership communities? How do you get people involved in it by getting people interested rather than exposing unnecessary KPIs?

If we summarize my point of view on the basis of Tinkoff’s experience, then our professional communities are logically called professions and are built like this. Professions have their own leaders that perform this role, combining with participation in products / projects. Professions are the point of synchronization of people united around something in common: professions. (product manager, system analyst, qa engineer, developer)development language in the case of developers(golang, kotlin/java/.net, etc)functions (architecture, development processes) and so on Each profession has its leaders who develop it both throughout the organization and within large units. Occupational leaders help determine expectations from specialists who enter a particular profession - these are the so-called competence matrices. Occupational leaders are involved in reviewing promotions that go through our T-Growth process. He wrote in his article Professional leaders help improve hiring within their profession (These are our hiring streams, like I used to curate and talk about. system design and troubleshooting) The profession develops standards and often implements common tools that help everyone in the profession to be effective. Also, professional leaders often conduct public activities to highlight their profession both inside and outside the company. (aka devrel)

For me, the concept of the profession sounds cool and positive, but the question arises: why not allocate it in a separate position? The answer is that when allocating employees to full-time, we get a broken situation, when the cool representative of the profession gradually loses. Examine it because it stops working with your hands. Communication with the earth and goes into abstraction, as it stops working with hands As a result, the leader of the profession is forced to sit on two chairs.

But then the question arises, why would he do that? The answer is that this improves the employee’s karma and increases the likelihood of a successful boost in the T-Growth process, with high grades becoming a necessary but insufficient criterion:)

#Management #Leadership #Engineering #Staff #Software #Devrel