Ruby on Air #19

Prace administracyjne, finanse, feedbacki - poznajcie Kubę Daniluka, który na co dzień żongluje takim właśnie pakietem obowiązków w Ragnarsonie!
Prace administracyjne, finanse, feedbacki - poznajcie Kubę Daniluka, który na co dzień żongluje takim właśnie pakietem obowiązków w Ragnarsonie!
Transparency isn’t a simple case of just opening up your company doors and letting people peek inside. It’s about understanding and presenting the right information in the right way.
No matter who you are in a teal organization, one day you’ll find yourself saying these words—brace yourself, change is coming. And in all honesty, you either embrace the change or lose your head.
When the organisation is small, it’s relatively easy and intuitive how to work together. But the bigger the company gets, the less obvious it gets, especially in terms of building a company culture in teal organisations.
Is transparency a perfect foundation for the company culture? For us at Ragnarson, it turned out to be a game-changer and allowed us all to better understand each other.
What is strong company culture? It’s not a set of benefits, a gaming room with the newest Xbox or kombucha on tap. Strong company culture is more than just a set of behaviors.
Huge crises happened to us a few times. When Łukasz, the founder of Ragnarson, passed away in 2014, Ragnarson almost collapsed.
It took us 6 years and a lot of trial and error to transform Ragnarson into a self-managed company where people get to even set their own salaries. This series of blog posts is a step-by-step guide to changing your organisation into a self-managed one.
During my studies, I became a DevOps engineer at Ragnarson, a software consultancy based in Łódź, Poland. The company was run by Łukasz Piestrzeniewicz, one of the key people in the Polish Ruby on Rails scene.