Jul 04, 2024
In Part 1 of our interview series, we explored Merapar’s unique approach to innovation and excellence, our people-centric value proposition, and the strategies we use to attract top tech talent. With insights from our COO Gary Marshall, People & Change Lead Maud Mutsaars, and R&D Manager Mariusz Pawlowski, we highlighted the culture and values that drive our success. In Part 2, we delve deeper into how Merapar cultivates continuous learning and skill development, creates stimulating and rewarding work experiences, and collects and addresses bottom-up feedback from employees.
How does the company cultivate continuous learning and skill development in cutting-edge tech and agile practices?
Gary Marshall:
It can be difficult to balance client work with personal growth and skill development, no denying that. Despite this challenge, we place a high priority on ensuring our team maintains a high level of proficiency and stays abreast of the latest industry qualifications. Our business goals are linked to our employees' learning and development plans. To this end, we incentivize training and maintain a curated list of qualifications that align with both our organizational needs and the personal growth of our team members. We do not ignore soft skills and provide training to help our people develop their soft skills, which we believe enhances teamwork and provides a deep understanding of our clients' business challenges. An example of our success in this area is our collaboration with clients who choose Merapar not just for our technical expertise but for our team dynamics and strong communication skills.
Mariusz Pawlowski:
We provide well-defined career trajectories in technical consultancy and software development, which specify distinct routes for career growth for our employees. It supports our team members in elevating their skills and advancing in their professional roles. This includes opportunities in software development, DevOps engineering, and architecture, with paths towards either deepening technical expertise or progressing into team leadership. Access to resources like books, courses, and conferences ensures our team stays updated with industry trends and innovations. Additionally, our focus on soft skills and team dynamics means that our teams are not just technically proficient but also highly effective in communication and collaboration.
Maud Mutsaars:
These career paths, what Mariusz is referring to, include obtaining certifications in AWS, GCP, and Scrum methodologies. Our staff actively explore new technologies like AI and ML to keep us innovative. These paths are for those transitioning to new roles or advancing within their current ones. Our talent leads provide guidance, empowering team members to shape their careers and enhance their skills in tech and agile practices. Furthermore, we emphasize the importance of team composition and dynamics. Our clients, such as RedBull Media House, choose to work with us not only for our technical capabilities but also for our strong focus on team building and communication, which are critical to our collaborative success.
How do our agile services and mission-critical projects create a stimulating and rewarding work experience?
Maud Mutsaars:
You know, even though we've outgrown our startup phase, that startup spirit still runs deep here. We're all about giving people the chance to grow and develop. Plus, we've got a bunch of seasoned pros in the mix always ready to lend a hand and share their wisdom. This vibe runs strong across all our teams worldwide, but especially our UK squad is really nailing it with Agile methods, thanks to our Agile Center of Excellence (ACE). Our teams call the shots and make decisions together, often looping in the customer for good measure. This setup, coupled with a real sense of ownership, lets our bright sparks shine.
Gary Marshall:
Let’s take it up a notch, shall we? This open and honest ethos we've got going on ensures our people feel appreciated and see the impact that they're making, both for our clients and for Merapar. Take a recent project in the UK, for example. We developed a sports highlights service utilizing cloud and Machine Learning technologies to generate highlights during live events. Seeing the service's impact, with hundreds of thousands of users each weekend, it really drives home the value our team brings to the table.
Mariusz Pawlowski:
Couldn't agree more with Gary. Our software's powering back offices across Europe, North & South America and beyond, delivering top-notch media content. Watching our tech in action is a real thrill for the team, adding an extra layer of excitement to our work. Plus, our hybrid work setup is all about rolling with the times – think working from home, the works. But we're also big believers in the power of face-to-face collaboration, so we've introduced different incentives to get folks back in the office, fostering a culture of learning and teamwork.
How does the company collect and address bottom-up feedback from employees?
Gary Marshall:
By maintaining an open dialogue with our employees. This commitment is reflected in our year-round appraisal process, which encourages regular discussions between Managers and employees to track progress and identify areas for growth. Additionally, our tech board meets regularly to evaluate emerging technologies and their potential impact on our work, ensuring that we remain at the forefront of innovation. And let's not forget about our working groups, where colleagues with similar interests or career paths get together to brainstorm and hash out ideas that could shake things up around here.
Maud Mutsaars:
We gather bottom-up feedback from employees through annual satisfaction surveys and platforms like Slack. Employees are encouraged to share improvement ideas directly with managers and scrum masters, with feedback also integrated into general meetings and monthly Merapar Updates. We continuously seek methods to refine our work processes, methodologies, and organizational structure to better reflect our responsiveness to stakeholder feedback. If someone will contact our CTO on slack he will answer. There is an open door for everyone and our management is easy to reach.
Mariusz Pawlowski:
Our team's feedback? It's been a game-changer for us in shaping our approach to collaboration and team organization. Their insightful suggestions have prompted us to reorganize teams, fostering better collaboration and synergy among team members. Additionally, we maintain open channels of communication through regular one-on-one meetings and even a good old suggestion box, we're making sure every voice is heard loud and clear.
What are the key challenges & opportunities you see for Merapar in the near future in terms of talent acquisition and retention?
Maud Mutsaars:
According to me, maintaining a flat organization structure, ensuring software quality, fostering flexibility, and nurturing an open culture are key. Improving internal communication and articulating purpose will be crucial in the coming years. Placing the right people in key roles, hiring selectively, and staying updated on technology are priorities. Building a strong brand that employees are proud of is essential for attracting and retaining talent.
Mariusz Pawlowski:
As many companies in technology consulting and software engineering, we face competition for skilled professionals. Meeting employees' evolving expectations, including career growth and work-life balance, is a continual challenge. However, Merapar's specialization in the media business domain offers a unique opportunity to attract talent seeking innovative projects. To navigate these dynamics effectively, Merapar can prioritize continuous learning through tailored training programs and offer flexible work options. Implementing recognition schemes, refining recruitment strategies, investing in technology tools, and promoting diversity initiatives are also crucial steps.
Gary Marshall:
Cloud's where it's at for us. Staying on top of the latest tech trends like AI is a must. That's how we keep the talent coming in and make sure we're leading the industry. We're not stopping there – we're doubling down on AI and bringing it to even more areas in the industry. It's all about staying ahead of the curve and showing the world and potential new employees what we're made of.
In this two-part series, we explored what sets Merapar apart in the tech industry. Part 1 highlighted our commitment to innovation, excellence, and a people-centric approach. Part 2 delved into our focus on continuous learning, rewarding work experiences, and open feedback channels. At Merapar, attracting top tech talent goes beyond competitive salaries. It’s about fostering a culture of growth, inclusivity, and continuous improvement. By empowering our people and nurturing their talents, we create an environment where they can thrive and drive innovation.