Jonathan Filbert - SusunJadwal Universitas Indonesia Leaders Sync

Deck I used for the talk at the monthly SusunJadwal leaders sync.

Transcript

2. Table of contents 1. The future and what it holds 2. Culture and performance
3. The Future
5. Problem 1 SusunJadwal tiap taun ngemis SSO mulu.
6. 1. SusunJadwal beta testing 1. Make CTA in landing page for SusunJadwal with email form and description what is SunJad and how is it impactful (histories, etc). 2. 3 weeks prior to launch, we blast the beta announcement through our BEM networks and student communities. 3. We gather the email and create beta testing group schedules. 4. We conduct beta testing (and scrape data to our db) 5. We gather feedbacks and improve as necessary 6. No more ngemis SSO!
7. Problem 2 SusunJadwal udah gaada yang nerusin?!?
8. 2. SusunJadwal community 1. After launch, we change the landing page CTA from email to “Join Community” and tambahin section apa itu community nya 2. Days after SIAK WAR, we share to our BEM networks that for those that want to join SunJad team and make it better, can go to our website. 3. When people come there, click button, join Discord 4. There people can contribute, talks, and sharing. 5. To increase activity, harus ada sharing session by past SunJad maintainers.
9. Problem 3 Orang kalo make SunJad cuman pas SIAK war aja??
10. 3. Future Roadmap 1. Increase user retention rate through GambarJadwal, export your schedule to a phone wallpaper format. 2. Increase maba awareness through integration with PMB. 3. Increase developer experience through Container orchestration (Kubernetes or Docker-compose) 4. And many more!
11. Culture and Performance
12. What makes a gr-r-reat team?
13. “Kampus-level” Team - Compensation / benefits / salaries - Ordinary titles - Tech stacks - “Growth” opportunities
14. “Kampus-level” Team - Compensation / benefits / salaries - Shiny titles (e.g. Chief Magician Officer) - Large headcount - Tech stacks - “Growth” opportunities
15. Is compensation really everything? (Source: https://www.payscale.com/data/why-people-quit-their-jobs)
16. Compensated person == faithful employment? (Source: https://www.payscale.com/data/why-people-quit-their-jobs)
17. The hack? Is there a way to increase motivation without spending a single penny? A great way to motivate people to do things is to make them love the product. It is our duty as leaders to create enjoyable work experiences.
18. “Kampus-level” Team - Compensation / benefits / salaries - Shiny titles (e.g. Chief Magician Officer) - Large headcount - “Growth” opportunities
19. Does title matter? 70% of people prefer cool job titles over money. - Greenlight 2020 (https://aquent.co.uk/blog/do-job-titles-really-matter)
20. Does title matter?
21. “Kampus-level” Team - Compensation / benefits / salaries - Shiny titles (e.g. Chief Magician Officer) - Large headcount - “Growth” opportunities
22. Bigger team = Bigger success? RISTEK 2020 (129 people) - 20k Interactions PMB Website GarudaHacks (7 people) - 100k website interaction
23. Bus Factor: A project's bus factor (or truck factor) is a number equal to the number of team members who, if run over by a bus, would put the project in an instant failure. GarudaHacks -> 7/7 (100%) PMB -> 2/13 (15%) What Happened?
24. Bigger team = Bigger success? Bigger success not by bigger team, but by bigger bus factor. How to increase? Each division has its own ways to increase bus factor. It’s up to you to find it.
25. Increasing Bus Factor (General) - Simplify (Gausah jargon-jargon atau ribet-ribet la, make it fast, make it work, and make it good.) - Invest on your team (Gacuman lead doang, suruh member buat sharing, practice 1-1 sama mereka!) - Pair “programming” - (Less nyuruh-nyuruh, more kerjain bareng and kasih contoh). - Walk the talk - Kalo lu mau member lu inisiatif, lu harus inisiatif. (Sébastien Dubois, abbr. by Jofil)
26. “Kampus-level” Team - Compensation / benefits / salaries - Shiny titles (e.g. Chief Magician Officer) - Large headcount - “Growth” opportunities
27. “Growth opportunities” di kampus? There’s no growth opportunities without a successful product. Most students think growth opportunities = Staff -> Lead But there’s another way of growth opportunities, create impactful products.
28. Our homework - Be honest, liat sekarang ada dimana dan kedepan mau ngapain. Do one on one with member and decide harus ngapain dan udah ngapain. - Be more active. Whether di group or discussion within members, constantly give ideas and feedbacks to members. - Walk the talk. Talked about clean coding? Do clean coding. Talked about good design? Do good design, etc. - High ownership. Jofil won’t be here forever. SusunJadwal punya kita semua. Don’t be afraid to tap others, and conduct meetings. - Have fun. Experiment new stuffs? Try A/B testing? Try a new web framework?