PagerDuty<\/a> illustre \u00e0 merveille la manifestation de la mentalit\u00e9 de croissance.<\/p>\nLors d’une s\u00e9ance Les innovateurs RBC, le 18 juillet, la PDG de PagerDuty, Jennifer Tejada, a expliqu\u00e9 que la culture de franc-parler de l’entreprise \u00e9tait ouverte \u00e0 tout, m\u00eame aux questions stupides.<\/p>\n
\u00ab Je pose souvent la question que personne n’ose poser, pr\u00e9cise-t-elle. Ce franc-parler permet \u00e0 chacun d’exprimer sa curiosit\u00e9 sans \u00eatre jug\u00e9. \u00bb<\/p>\n
PagerDuty est une plateforme d’alerte TI qui avertit les entreprises en cas d’interruption de services d\u00e9sign\u00e9s. Par cons\u00e9quent, PagerDuty elle-m\u00eame doit faire le maximum pour \u00e9viter les pannes.<\/p>\n
Jennifer Tejada a expliqu\u00e9 qu’apr\u00e8s une panne, l’entreprise tient une r\u00e9union o\u00f9 personne n’est bl\u00e2m\u00e9, pour discuter de ce qui a flanch\u00e9 et des solutions au probl\u00e8me.<\/p>\n
Gr\u00e2ce au franc-parler et \u00e0 l’empathie, les gens n’ont pas peur de s’exprimer franchement et l’entreprise peut apprendre de ses erreurs.<\/p>\n
\u00ab Si quelque chose ne fonctionne pas, nous allons en discuter, a affirm\u00e9 Jennifer Tejada. Mais nous ne bl\u00e2merons personne pendant la d\u00e9marche. \u00bb<\/p>\n
Ambition<\/h2>\n
Les entreprises en pleine croissance ne peuvent jamais se reposer sur leurs lauriers. Elles doivent toujours se surpasser. Il faut donc inculquer \u00e0 l’\u00e9quipe l’ambition d’\u00eatre la meilleure et de s’am\u00e9liorer constamment.<\/p>\n
Et cette ambition ne concerne pas que la haute direction. Elle doit faire partie de la culture de l’entreprise \u00e0 tous les \u00e9chelons.<\/p>\n
\u00ab Mon travail consiste entre autres \u00e0 proposer une vision accessible que chaque membre de l’entreprise pourra s’approprier \u00bb, pr\u00e9cise la PDG.<\/p>\n
PagerDuty tient maintenant un congr\u00e8s annuel interne, appel\u00e9 PagerCon, o\u00f9 les ing\u00e9nieurs et les gestionnaires de produit donnent des expos\u00e9s sur leur travail et sur l’orientation de l’entreprise.<\/p>\n
\u00ab Nous voulons offrir \u00e0 nos clients une exp\u00e9rience sans faille, conclut Jennifer Tejada. Collectivement, nous nous imposons beaucoup de pression pour y arriver. \u00bb<\/p>\n
R\u00e9silience<\/h2>\n
Un aspect important de la mentalit\u00e9 de croissance, c’est la capacit\u00e9 de surmonter les \u00e9checs.<\/p>\n
En octobre 2016, une cyberattaque a neutralis\u00e9 les activit\u00e9s de Dyn, l’un des services d’acheminement qui travaillent en coulisse pour les grands services Internet tels que Twitter, Spotify et GitHub. Comme une partie des services de PagerDuty d\u00e9pend de ce m\u00eame fournisseur, le service de r\u00e9ponse aux incidents \u00e9tait hors fonction au moment le plus crucial.<\/p>\n
L’entreprise s’est employ\u00e9e \u00e0 r\u00e9tablir ses services en ligne dans les minutes qui ont suivi, et en cours de reprise elle a d\u00e9cel\u00e9 une faiblesse jusque l\u00e0 inconnue, dont elle tient d\u00e9sormais compte dans sa planification.<\/p>\n
Pour Jennifer Tejada, voil\u00e0 un exemple de r\u00e9silience : la capacit\u00e9 de se relever apr\u00e8s un incident majeur. Ce n’est toutefois pas qu’une question d’infrastructure. Le m\u00eame concept s’applique au personnel.<\/p>\n
\u00ab La r\u00e9silience, c’est aussi permettre aux \u00e9quipes d’exp\u00e9rimenter et de faire des erreurs \u00bb, conclut-elle.<\/p>\n
Diversit\u00e9<\/h2>\n
Le dernier ingr\u00e9dient de la mentalit\u00e9 de croissance, c’est la diversit\u00e9 source d’innovation, dans la Silicon Valley et ailleurs.<\/p>\n
Plus du tiers de la population de la Silicon Valley est n\u00e9 hors des \u00c9tats-Unis, contre environ 13,4 % ailleurs au pays. Le personnel de PagerDuty refl\u00e8te cette diversit\u00e9 : pr\u00e8s des deux tiers de l’\u00e9quipe de direction de San Francisco sont n\u00e9s hors des \u00c9tats-Unis.<\/p>\n
\u00ab Nous consid\u00e9rons la diversit\u00e9 comme un avantage, et non comme un inconv\u00e9nient, nous dit Jennifer Tejada. Il est prouv\u00e9 que la diversit\u00e9 g\u00e9n\u00e8re de meilleurs r\u00e9sultats, un plus grand respect mutuel, un meilleur rendement pour les actionnaires, et une meilleure offre pour les clients. \u00bb<\/p>\n
Quand elle est entr\u00e9e au service de PagerDuty, en 2016, Jennifer Tejada a consid\u00e9r\u00e9 la diversit\u00e9 comme un moyen d’am\u00e9liorer le rendement de l’entreprise. Aujourd’hui, la moiti\u00e9 de l’\u00e9quipe de direction de l’ing\u00e9nierie est compos\u00e9e de femmes, tout comme la moiti\u00e9 de la haute direction.<\/p>\n
Jennifer Tejada dit que son entreprise prend le temps de trouver les bons candidats \u00e0 l’embauche, au risque de laisser des postes vacants pendant un certain temps.<\/p>\n
\u00ab Pendant que l’entreprise est encore en croissance, il est plus facile de tendre vers la parit\u00e9 hommes-femmes ou l’\u00e9quit\u00e9 salariale, affirme-t-elle. Et parit\u00e9 n’est que le d\u00e9but. Nous avons beaucoup d’autres crit\u00e8res \u00e0 examiner. \u00bb
\n\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"
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