
In the hustle and bustle of today's fast-paced tech world, there's one element that stands out as a 
cornerstone of effective teams: psychological safety.

Psychological safety, as defined by Harvard Business School 
professor Amy Edmondson, is: **a belief that one will not be punished or humiliated for speaking up with ideas, 
questions, concerns, or mistakes.**

This seemingly simple concept holds the key to driving innovation, promoting 
collaboration, and ensuring team resilience. But why exactly is it so crucial? Let's delve into the transformative 
effects of psychological safety in the workplace.

### Mistakes Become Learning Opportunities  

In environments where psychological safety thrives, mistakes aren't met with blame or shame. Instead, they become 
opportunities for growth and improvement. Teams can dissect what went wrong, learn from it, and implement solutions,
all without fear of reprisal.

This shift in mindset ensures continuous growth and adaptation, critical in today's 
ever-evolving business landscape.

### Willingness to Make Mistakes and Fail  

Innovation is often born from failure. When employees are willing to make mistakes, they're more likely to push 
boundaries and think outside the box. A psychologically safe environment cultivates this mindset, encouraging 
individuals to take calculated risks.

They know that even if things don't pan out, they won't be unduly penalized, 
ensuring that creativity and experimentation remain at the forefront of organizational progress.

### Open Dialogue Across Meetings  

How many times have we held back our thoughts in meetings for fear of ridicule or rejection? Psychological safety 
eradicates this apprehension. When employees believe it's safe to voice their opinions or concerns, meetings become 
productive brainstorming sessions.

This leads to better decision-making, as diverse perspectives are heard and 
considered.

### Open Discussions About Struggles and Weaknesses  

No one is immune to struggles or weak points. In a psychologically safe environment, employees don't feel compelled 
to mask these challenges. Instead, they can openly discuss them, leading to collaborative solutions and shared 
growth.

This transparency not only mitigates potential issues but also fosters a culture of mutual support.

### Enhanced Trust in Teammates and Managers  

Trust is the bedrock of effective teams. When individuals feel safe, they naturally trust their colleagues and 
superiors more.

This trust accelerates collaboration and ensures that everyone is working towards shared objectives 
without the barriers of skepticism or doubt.

### Encouragement to Take Risks and Step Out of Comfort Zones

Growth often lies just outside our comfort zones. Psychologically safe environments embolden individuals to stretch 
their limits and embrace new challenges.

The knowledge that they're supported, come what may, fuels a drive to take risks, explore new avenues, and push 
boundaries.

### Conclusion  

Psychological safety is not a mere buzzword; it's a foundational element for any thriving workplace. It goes beyond 
ensuring that employees feel 'safe'. It's about cultivating an environment where individuals can be their authentic 
selves, where they are encouraged to innovate, and where collaboration is seamless. As organizations recognize the 
multifaceted benefits of psychological safety, it's imperative to foster it at all levels.

After all, in the words of Amy Edmondson, **If you can't fail safely, you can't innovate.**

Cheers!!


Psychological safety is not a mere buzzword


360 reviews, often viewed with trepidation, can be a game-changing tool for organizations when implemented 
correctly. They can foster an environment that encourages constant improvement, collaboration, and transparency.

However, turning this potential into reality requires a fundamental shift in mindset, seeing 360 reviews not as
judgement platforms but as feedback systems.

## It is all about the firm's culture

It's crucial to create an atmosphere where employees feel that 
improving collectively will bring individual benefits. This shift fosters a sense of shared responsibility and 
understanding that everyone's growth leads to the company's success.

## Transparency

A second key principle for effective 360 reviews is promoting transparency. This means fostering an open culture 
where people feel comfortable sharing feedback with one another, not only during formal review periods but as a 
part of everyday interactions.

When openness and honesty become the norm, the 360 review process becomes less 
intimidating and more valuable. Employees are likely to share more candid, insightful feedback if they're used to 
doing so regularly, thus contributing to a more authentic and productive 360 review process.

## Feedback and not judgement

Thirdly, to emphasize the feedback nature of 360 reviews, it's important to shift away from the mindset of 
judgement. Reviews should not be a platform for pointing fingers, but a tool for employees to gain understanding of 
their strengths and areas of improvement from different perspectives.

This repositioning of 360 reviews can help in 
dispelling the fear of negative feedback and promote a growth mindset, making the process more effective.

## Named 360 reviews

Next, it can be beneficial to make 360 reviews named, rather than anonymous. A lot can be said here so this is 
actually a delicate matter every firm should actually decide on its own based on the firm's culture and 
transparency levels.

At HelloWorld, we support named reviews, so they can imbue a sense of accountability, urging individuals to provide
constructive and thoughtful feedback. This approach may also help to reduce instances of harsh or unfounded
criticism, ensuring the feedback is more fair and balanced.

Below we can see some pros and cons for every approach that might help you decide about that quite sensitive topic:

### Named Reviews

#### Pros

Named feedback can ensure that people are accountable for their comments. It can encourage them to provide 
constructive and thoughtfully considered feedback.

If someone has a specific issue or praise, the person receiving the feedback knows who to follow up with for 
clarification or further discussion.

#### Cons

If negative feedback is needed, some employees may hesitate to provide it if their names are attached, for fear of 
retaliation or damage to their professional relationships.

Employees might not be completely honest or open in their feedback if they know their names will be attached to it.

## Anonymous Reviews

### Pros

Anonymity can encourage honesty and more open feedback, as employees won't fear retaliation.

Employees might feel more comfortable sharing their thoughts without fear of damaging their professional relationships.

### Cons

Anonymity can lead to unconstructive or harsh feedback because reviewers are not held accountable.

The recipient might want to follow up for more details or clarification, but they can't if the feedback is anonymous.

So yeah, there are lots pros and cons so something that works for one firm might not work for another here.

## Detailed comments instead of just scores

A critical component of effective 360 reviews is encouraging individuals to provide insightful commentary, not just 
numerical ratings. It's much more helpful to receive detailed feedback explaining why a certain rating was given, 
rather than just a numerical score.

This enables employees to understand the thought process behind the feedback, allowing them to take appropriate 
actions for improvement.

## Reviews presentation during 1-1s

After the reviews have been completed, it's important to conduct one-on-one sessions with employees. These sessions 
should serve as a platform for open discussions, helping individuals to understand their feedback in the broader 
context.

Also, they offer an opportunity for managers and employees to engage in sincere and meaningful conversations about 
the feedback received.

## Every organization is unique

However, while these principles offer a solid foundation, it's essential to keep in mind that every organization is 
unique. A one-size-fits-all approach won't necessarily work, so it's important to continually refine the process to 
suit your company's needs.

For instance, in a larger company, it may not be practical to have named reviews due to the sheer number of 
individuals involved. In such cases, a mechanism could be established to validate the feedback and ensure it 
remains constructive and unbiased.

Ultimately, the effectiveness of 360 reviews lies in their proper implementation. They can provide immense value if 
they're taken seriously and integrated into the fabric of an organization's culture, facilitating continuous 
learning and growth.

## Conclusion

To sum up, if there is a culture of transparency, shared growth, meaningful feedback, and genuine discussion, 
360 reviews can prove to be a powerful tool. They can help identify areas for improvement, facilitate better 
teamwork, and contribute to the overall success of an organization.

It is definitely a challenging task, but with the right approach, it's absolutely achievable.

Cheers!!


Effective 360 reviews


Working in the field of technology requires endless development and constant growth. This applies both to each employee individually and to the company as a whole. To this end, every six months we conduct reviews of different kind.

## Mid-Year Review

The mid-year review is aimed at self-analysis of each company member regarding their qualities, skills and habits. Each employee receives a personalised questionnaire to fill out.

After the completion of the survey, a 1:1 is conducted with the goal to discuss results, goals and conclusions. The results of the review are private, and shared only with direct management.

The mid-year review is conducted twice per year every January-February, and every July-August.

## 360&#xb0; Review

The 360&#xb0; review aims to help employees of all levels get feedback from colleagues, management and subordinates. Each employee receives personalised questionnaires to fill out.

After the completion of the surveys, a 1:1 is conducted with the goal to discuss results, goals and conclusions. The results of the review are transparent, so every feedback is delivered directly with names disclosed.

The 360&#xb0; review is conducted once per year every January-February.

## HelloWorld Review

As simple as it may seem, the company also needs its people feedback. Each employee receives a general questionnaire to fill out. The results of the review are private, and shared only with upper management.

The company review is conducted twice per year every March-April, and every September-October.

You can find it here => [https://docs.helloworldpc.com/docs/reviews.html](https://docs.helloworldpc.com/docs/reviews.html)

Enjoy!!! 😉


Reviews


In HelloWorld, each Software Craftsperson and UX Expert can belong to a specific seniority level at any time. These levels affect people's duties and compensation and help them focus on very clear and specific things while climbing the career ladder.

Above all, HelloWorld wants to act as a tailwind and not as a bottleneck for its people and their careers.

In order to help potential candidates to grasp fast what skills we evaluate mostly, we published the 4 core levels we use internally for our people to shed light on this blurry topic.

HelloWorld pays huge attention to actual hard and soft skills apart from the years in the field.

We believe that the years in the field are an indicator of battle-tested experience but on the other hand, we cannot rely solely on them since they can be extremely misleading regarding the actual development of the skills we evaluate most as an organization.

Enjoy 👉 [https://docs.helloworldpc.com/docs/roles.html](https://docs.helloworldpc.com/docs/roles.html)


Roles and Seniority Levels


Everyone is talking about culture so culture seems to be everywhere nowadays.

Culture for hiring, culture for working, culture for delivering, culture for speaking, culture for listening, culture for collaborating, and many more.

What is culture though? Is it the way we behave or we think? Is it the way we work and we collaborate? Is it the level of results we provide or the impact our team has? Is it the way we behave and we communicate? Is it the way we dream and set higher goals every single day?

So what is an organization's culture all about? Can you put it on paper using simple words to describe it?

This is what we did by issuing our manifesto divided into two main pillars:

- principles for our individuals

- principles for our teams

You can find it here => [https://docs.helloworldpc.com/docs/manifesto.html](https://docs.helloworldpc.com/docs/manifesto.html)

Enjoy!!! 😉


Our Manifesto


Using old and inefficient techniques like [waterfall](https://en.wikipedia.org/wiki/Waterfall_model) while building modern software applications can become extremely dangerous in today's fast-paced business environment.

The main reason is that competition is enormous, things change lightning fast so businesses and IT teams need to find ways to work closely, maintain their flexibility and adapt fast.

[Extreme Programming](https://en.wikipedia.org/wiki/Extreme_programming) is a great recipe that solves these issues and helps us to build complex and useful applications while maintaining strong collaboration bonds with our customers. Let's see why.

## The problem

As an IT team, how often do you come across new requests from the customer's side that force you to refactor heavily or do things from the ground while a project runs?

As a customer, how often do you realize that you actually need something different compared with the things you asked for upfront while a project runs?

## Business needs are doomed to change

We need to realize that we tend to build even more and more complex software applications so not being able to predict everything upfront is quite possible to happen.

Actually, this is the most common one.

So the 1.000.000 dollars question is "How can we describe, estimate and foresee all these things that are not known or described in full detail yet, and might be required in the near future?"

We simply cannot!! We are not wizards that can tell the future, right?

## The solution

[Extreme Programming](http://www.extremeprogramming.org) is an approach that helps hugely to minimize this risk and bring the 2 worlds closer.

This Agile model helps us have small iterations, work side-by-side with the customers and adapt fast to their growing needs without worrying about error-prone estimations, newly introduced requirements, or last-minute changes.

With XP methodology we can provide value to our customers constantly while adapting to various requirements that were not visible or even described at first.

XP improves a software project in five essential ways:

- communication
- simplicity
- feedback
- respect
- courage

Through these principles, customers and IT people come closer, build stronger bonds, stay constantly on the same page and work for a common cause all the way long.

Let's build useful stuff together then. Cheers!!


Business and IT teams, stop arguing and start collaborating


The most valuable asset of every organization is its people. That said the hiring process plays a crucial role into finding talented people who match perfectly with the organization's culture.

Apart from that, the hiring process actually is the start of the journey, so it speaks volumes regarding the organization's ethos and values. Who wants to make a bad first impression, right?

So how do we check for perfect matches?

### Use the right tools for the job

We are using tools like [Workable](https://apply.workable.com/helloworld-pc/) to publish and manage our openings.

Platforms like [LinkedIn](https://www.linkedin.com/company/helloworld-pc/) and [Facebook](https://www.facebook.com/helloworld.gr) are used to demonstrate them to the world.

### Curriculum Vitae scan

A CV cannot describe accurately a talented person, but it can provide some very important details about their background, their interests or even their personality.

Things that stand out:

- cover letters with a personal flavour
- involvement with open source projects
- hobbies, interests and activities outside of working hours
- social profiles
- the general feeling that the CV is prepared with ❤️

Why such an interest about social profiles, hobbies and activities?

This is because we are looking first for a human-being that can fit into our team and then for a professional who can do the job.

### Assignment

The very next step is a short technical assignment that lasts less than one (1) hour. Through this assignment we verify that the candidate has the technical knowledge required for this position.

There are tons of online platforms out there that provide excellent tools for this job and help us to automate it as much as possible.

Things we evaluate:

- soft skills questions, so we spot matches
- ability to solve algorithms with any programming language
- deep knowledge of the technologies in question like ReactJS, HTML, CSS, RESTful APIs, MVC, OOP etc

### Interview

At this stage a thirty (30) minutes interview takes place, so we get to know each other, discuss things that are not mentioned in the CV and analyze the assignment's results.

The candidate asks things about the organization's vision and goals while we try to see whether we are a good fit and vice-versa.

It is important to have a match for both sides in order for this marriage to become a functional one.

### Work together period

This is the final stage during which candidates work side by side with some of our people on actual stories and tasks. This period lasts for one (1) week and in the end we evaluate all this together with the candidate.

Through this process, candidates can see what does it mean to work with us in order to eliminate the possibility of any unpleasant surprises after getting hired.

We definitely don't want to waste peoples' time, so candidates are getting paid for their precious time and efforts before getting involved in this process and not after.

Let's make it work then. Cheers!!


The hiring process is where the organization's culture begins


Because of our involvement in various early-stage startups, we come across some repeated patterns and common pitfalls quite frequently. That said, we decided to put together and share publicly some tips and best practices to help people with brilliant ideas turn them into useful products.

To validate fast a new idea and minimize costs, there are some critical things to consider in order to minimize time to market, reduce costs and stay focused all the way long.

### Strip down the idea and focus on its core concept

Trying to add all these bells and whistles is slowing down your progress, disorientates you, and forces you to lose focus eventually.

Stay in the course by putting all the eggs in one basket.

Stick to the core concept of your idea and try to ship it.

### Do heavy Research and Development cycles early enough

It is important to do some meaningful research and Development early enough before creating any design or writing any piece of code.

Check competition, investigate legal matters, speak with experts in the field. In general, try to spot flaws and holes in your plan.

All these will be extremely beneficial since you will end up having a very clear vision before starting the actual implementation.

Not moving forward due to various issues that might come up at this stage, might also be a great decision that will save you further efforts, money, and time.

### Avoid over-engineering

Ok, we all love technology, fancy libraries, and state-of-the-art frameworks but here we are trying to launch a new product and this is all that matters. Work smart and focused.

Sometimes a clickable prototype might be all we need to validate some patterns, demonstrate our idea, and avoid premature development cycles.

### Keep it simple

If you decide to create a Proof of Concept, then keep the technology stack simple to reduce complexity, cost, and time-to-market.

There is no need to create a complex setup with N services and User Interfaces to present your idea to the world.

Use the technologies you are familiar with and be ready to rewrite from the ground this PoC with a more complex technology stack once the idea gets validated or even throw it away if it doesn't.

### Make it solid

Simple doesn't mean sloppy or buggy.

Ensure that the core concept is bullet-proof and pretty well-tested so that early users can really use it and provide meaningful feedback.

### Validate the idea by getting honest feedback asap

Try to ship fast in the market, so you get actual feedback fast and re-iterate accordingly.

Don't be afraid to get honest feedback from actual users out there.

Even if the feedback is negative, it will help you to reshape your idea and move with a better plan ahead.

### Find a mentor

The competition out there is huge and the challenges you'll need to overcome can be tough.

Sometimes you will be forced to step out of your comfort zone a lot.

Find an experienced mentor that can stick by your side and will support and give you valuable advice throughout your journey.

### Find the right partners

The more your idea will mature the more you will need people with different skills and expertise than yours.

These might be UX experts, software engineers, architects, marketing or sales professionals, and so on.

Don't be reluctant to partner or even hire the right people that can work by your side in order to step up your game.

### Be patient

The world was not created in one day neither your idea will be.

Be patient, stay focused, and above all have fun.

Your idea is a newborn kid that is growing before your eyes.

Try to be a patient parent and enjoy the adventure.

Cheers!!


Publications about "culture"

Psychological safety is not a mere buzzword

Marios Fakiolas

CEO

Effective 360 reviews

Marios Fakiolas

CEO

Reviews

Marios Fakiolas

CEO

Roles and Seniority Levels

Marios Fakiolas

CEO

Our Manifesto

Marios Fakiolas

CEO

Business and IT teams, stop arguing and start collaborating

Marios Fakiolas

CEO

The hiring process is where the organization's culture begins

Marios Fakiolas

CEO

Start small, grow big

Marios Fakiolas

CEO