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Valori Aziendali

= COMPANY VALUES =

2023​

DESIGN COMPASS​

Design Compass By Stelio, Cocoon: https://app.iterspace.com/comment/5bf57f29-ee95-434f-8c4b-880b2c2ec39b

Design Compass is a tool, visually speaking, a canvas, with a set of elements that should drive our conversations. What is really important with these elements are 3 things:

  1. It is co-created by the company: what is really shared by the people. We can count on strong alignment on this compass.
  2. It looks inside (Entrepretenaurial Core) and outside (Systemic Opportunities).
  3. It looks ahead, to what we want to become, and the roots that are unique for UNGUESS (Shared Values)

So now, whatever the organisation choice we need to make, we can align the conversation to the compass: if we have different options, which one is more aligned on what is driven by the compass? It represents the whole company values.

Design_Compass.png

2022​

The AppQuality organization is based on an inherited set of values. Mostly, they come from the startup culture: the capacity to take frank and fast decisions, the ability to execute rapidly the strategy, adapt fast to the environment and the willingness to challenge every time the status quo, the endless research to measure everything and excel performance to reach perfection, the intense customer culture and the constant research to hire the best team to give the customer the best product ever, the profound willing to conquer the world and create an environment where meet amazing people, etc.

When we try to think about our set of values in the future we often refer to the Netflix culture (ref: Netflix Culture and the book from Reed Hastings No Rules Rules: Netflix and the Culture of Reinvention).

Speaking about the organization, 4 areas are really important for us: 1. networking is the best word to explain our organization (therefore not hierarchical), 2. we strive for people empowerment, 3. we believe in startup validation and experimentation and 4. radically transparency and candour are at the base on what we do.

It comes that we don’t believe in organizational charts. They are the old way to represent how people move within the company. We believe in a network of talents that, through people empowerment, can give us a “freedom and responsibility” organization (refer to Netflix culture to learn more).

2021​

1. Make mistakes quickly and learn from them

It is important that you make mistakes and when you make a mistake, together with your team leader or your peers, open a discussion around ‘What have we learnt?’ ‘What new knowledge can we bring to AppQuality that we didn't have before?’ If you repeatedly make the same mistake without learning, it is only fair, out of respect for everyone and first and foremost for yourself, that you devote your energies to another role/occupation, be it within AppQuality or in another reality.

2. Talent Density as a precursor of Freedom & Responsibility

‘Working hard for something we don't care about is called stress. Working hard for something we love is called passion.’ Simon Sinek

Let's all help each other to attract and retain talented people in AppQuality who can have the confidence of their leaders and peers to act independently in the best way for the company, acting in the best way for AppQuality is the responsibility that everyone must have before the interest of the individual. For this reason, it is fundamental that there be empowerment and not control by managers, that there be a willingness on the part of everyone to take on more and more responsibility instead of passing the ball and waiting for ‘authorisations’ to complete their tasks, that we work for objectives with maximum flexibility and not tied to working hours or locations (we are not interested in ‘facetime’, we are interested in results).

3. Feedback Culture

Constructive feedback culture in all directions. The important thing is that feedback is contextualised, close to the event causing it and constructive (i.e. that there is a suggestion on how to improve, not just criticism).

In addition to the 360 degree feedback system towards peers and leaders, the recommended model for giving and receiving feedback is the 4A (SAY WHAT YOU REALLY THINK (WITH POSITIVE INTENT)

4. Transparency

Maximum level of transparency with the people you work with and in the team. It is important that all managers invest time in creating the best level of transparency with all resources thus enabling everyone to make the best decisions given the best possible context. Sharing results on a monthly level, open and not closed offices and workspaces, discussions that take place publicly, impactful company events and decisions such as new office or investment rounds, etc. are all actions taken to maximise the level of transparency.

We don't want employees to feel like they're working for AppQuality; we want them to feel like they are part of AppQuality.’ No one is going to hold an umbrella over your head to ‘protect’ you in some way. You're going to get wet.

5. Customer culture, concreteness in solving their problems

The customer is at the centre of our thoughts, we work to bring them value and solve their problems. We ask ourselves every day if we can do things better to increase perceived value.

2020​

centro

2019​

Teamwork (communication and planning)

  • You are concise and articulate in communication and listen thoroughly
  • You provide feedback consistently, on time, candidly and objectively to colleagues
  • You support the rest of the team in dealing with problems and find time to help teammates
  • Speak your mind when it is in the best interest of the team and QA, even if it is uncomfortable for someone and yourself
  • Share information openly and proactively
  • Celebrate results

Judgement, Merit and Integrity (accountability)

  • Always make decisions based on data and information (why^3) also to validate your hunches
  • Identify root causes by going beyond superficial information
  • Think systemically and how your actions impact on the work and processes of others
  • Always contextualise and provide different options for each proposal
  • Make wise decisions unambiguously and address them in depth by exploding and subdividing issues
  • Admit mistakes openly and freely
  • Do not raise a problem if you do not have at least one solution
  • Plan on a daily basis considering the other elements of the team and prioritise correctly

Execution

  • Ground things and make them work well
  • Good ideas are not enough, the important thing is that you make them work, and work well, taking responsibility for them
  • Smart risks and reasonable certainty
  • Don't stall and procrastinate. You take situations and problems head-on, sink into them and solve them

Trust, Passion and Sacrifice

  • Candour, authenticity, transparency, non-political and factual decisions
  • You seek to inspire other people in the team in the pursuit of excellence
  • You are tenacious and optimistic with the right humility
  • You accomplish a high number of important and surprising results

Quality

  • You consistently demonstrate outstanding performance so that colleagues can trust you
  • You do not prefer haste to quality
  • You are focused on results and not on processes
  • You find connections and insights that others do not see
  • You do not complain about a low ball
  • You question current assumptions and processes and suggest better approaches
  • You find time to simplify complex processes