However, in my experience as an agile consultant, the most productive product development teams have one thing in common: consensus. They all felt locked up, listened to and respected and could clearly establish the link between their individual goal and the vision of the product or project. You, an agile development team, and in the work agreement, it`s about creating a team culture; a mutual commitment and a reason for individuals to cooperate to achieve a common goal, to achieve a common goal. After a few rounds of proposals, if there is no consensus on a specific point, continue – you are not in a position to reach an agreement in this area at this time. Consider revisiting the issue when employment contracts are discussed next time. The concept of a work agreement has become common in agile development teams, but what is it? Why does it matter? Who is the deal? Finally be creative to deal with your problems and a little fun with the deal. Finally, it is a « social » contract. Finally, performance contracts can be concluded if used correctly. If they are created with little or no intent, they do not help the group to work better together. Be sure to review and maintain your work agreement. Your teamwork agreement must be made accessible and easy to maintain by all team members. It`s easy to forget something you`ve only seen once in a meeting.
Find creative ways to get the most important elements of your agreement consistently in your team`s line of sight. One way to do this is to create a mural in the main work area where the instructions are displayed. Previously, I inserted elements work agreement policy into a policy, including the limits of WIP « Work on one item at a time, but if you`re stuck, you`re working on a second element. » I knew it had to be part of an agreed policy and an agreed procedure. By limiting the WIP in a Kanban approach, we can visualize this in a team. The agreement not to overestimate the team must include management. To ensure that they do not introduce additional work outside the iteration or that they do not exceed the agreed wi-fi limits, they must understand the effects of their decisions and have incorporated them into this social contract. The Agile team consisted of 11 people, working both locally in Texas and remotely in Mumbai, India. Local members of the Texan team included both MS and PO, as well as two engineers: a tech-lead and a senior developer. They worked from home three days a week, but would be at least two days in our headquarters.
The SM and the PO were almost always present at the office. The India team consisted of seven engineers, one of whom was the supervisor and effectively our team leader in India. The other members of the Indian team had various other roles in the development of our solution. The team approached the end of the current sprint and would keep its team in review the next day. Fortunately, the timing worked. I was invited to participate in the retrospective and to meet the whole team. As some team members were previously frictionless, he opted for a 1-2-4 model to discuss possible agreements. This model aims to ensure that everyone has a voice: the team establishes all individual agreements in the employment contract and places them on the team wall.
In the months that followed, team members began to get used to the idea of reminding their colleagues of behaviours that did not comply with the agreement. All the sprint pairs ask Steve in a retrospective: « Is this still our employment contract? Is there anything you want to change? The list will be expanded when team members find more areas where they will see benefits. After six months, they are much better able to deal with tense problems within the team, or when the external pressure on them increases. The ScrumMaster is the custodian of employment contracts, but the whole team has a responsibility to question if someone breaks the agreement.