Notes from Pune Digital Marketers Meetup

March has been an exciting month so far, with multiple speaking opportunities both for 13 Llama Studio and me.

On the 1st of March, I was invited to speak at the Pune Digital Marketers Meetup. In case, if you are in Pune and are working in this exponentially growing industry, then this is one meetup which you should not miss!

You can find more about them and their event schedule here – Pune Digital Marketers.

As having led the digital marketing campaigns of one of the companies that I used to work for, I had a few thoughts on how to go about setting up a monitoring framework for start-ups. Sharing this would help me quickly gauge –

  1. Can this framework be improved
  2. Is there merit in this approach

Not to mention that I think that there is huge potential in this approach and one of the goals that I have would be to create a product in and around this space. This meetup was an opportunity not only to check this in action (that has already been done, in fact the approach is a gist of what my learnings have been).

In fact, for those interested in learning this in a more formal method, we have partnered with EduPristine to offer this as a certified course in Digital Marketing. As far as I know, this course is being conducted in India across all major metros and also in the form of webinars during the weekends.

Here is my deck,

Maker’s schedule v/s Manager’s schedule

Schedule

At 13 Llama Studio, we are a young and energetic team who works on multiple ideas at the same time. We are makers … people who tinker with code, libraries and see if we can put all of them together and create a beautiful kaleidoscope of an experience for our audience.

Continue reading “Maker’s schedule v/s Manager’s schedule”

The new office!

The New office
The New office
The New office

We recently shifted our office to Sakinaka to a larger, much open space. Shifting to a commercial property has its charms, and it has its overheads as well.

This office will see us through for atleast the next couple of years, and hopefully we will be forced to move on to a much larger space after that!

Yes, the cake was our own celebrations on having finished the furnishing of the office.

Taking WordPress to Scale

Having your own website and maintaining it has its own set of wins and losses. If your site is not popular enough, that’s a heartburn.

Then one fine day, you get TechCrunched or Mashabled or Redditted – and boom, comes a spike. Or even better, you start doing well on your own and the traffic grows. Soon, this traffic becomes so big, that your existing hosting plan starts creaking and squawking under this load.

This post is for those of you who have a site which has loads of traffic, so much so that the site performance is under impact due to it. Like quite a few of our clients. *Touchwood*

Continue reading “Taking WordPress to Scale”

The difference between a Good vendor and a Great vendor

9 months into this business, here’s a gem of a lesson that I have learnt. It’s good to have vendor’s guilt (you need to be clued in on Amit’s blog for this term, he is going to has shed more light on this – Vendor’s Guilt). It keeps you on the edge, it makes you deliver on time. However, it’s great to learn how to control this feeling and not get overwhelmed by the same. On a more personal note –

One of the primary reasons for starting a services firm was to beat the run of the mill service providers that I see in the Indian IT Services market. Service providers need to be value adding rather than extracting value from the organization.

Being steered by this value, the focus has always been on adding value. Getting recognition and paid for providing this value is the differentiation between a good and a great vendor.

Creating a safe working place for Employees

I read about the recent Julie Horvath issue which is out there on the internet, and thought that I might share some of my experiences on this topic.

In case if you are not familiar with the Julie Horvath issue, Google it, or simply head over to TechCrunch who gave Julie’s side of the story.

tl;dr – Julie was an employee at GitHub who quit after feeling threatened at work

GitHub have tried to clean things up with a sincere and apologetic reply to Julie. They have taken some prompt action and that’s what matters.

So what went wrong?

In the entire episode, Julie must have felt threatened at work. Imagine having to battle out on multiple fronts with multiple people … and apart from that handle work as well. The nausea an employee might feel with so much politicking going on is natural. Who would not quit?

One of the most basic requirements of an employee (keep this term in mind folks) implicitly wants, is to feel secure. Be it financially, physically and mentally. These are the very basic requirements, if these are threatened, then the employee is bound to quit. If I were to use Maslow’s hierarchy as a model, then these would be the hygiene factors.

In letting a non-employee (the founder’s wife) sit within the working premises next to Julie, the physical security was in question. The mental security was being questioned by the love lost colleague and the founder in question. Add to it the way the organization reacted with radio silence and hushed tones, the financial security was also put in question. The next move should have been obvious, perhaps the reaction of the organization might have been to incite this move. The GitHub blog update suggests other wise, but we will never know that shall we?

Personal Catharsis

The reason I chose to write about this matter, is because recently we had a similar situation at work. One of our earlier employees went through this insecurity … thanks to my behaviour. It took some time for me to reflect and talk to a few other founders to understand what drove this employee in question to leave … leave at such a short notice. Do I regret this, yes. Did we lose a good player, perhaps. Can this be avoided in the future, definitely.

It’s a lesson learned for me that employees are not to be treated as co-founders. You can cross certain boundaries with co-founders … those boundaries are a strict no-no with employees … even if these are the people who help you grow your organization.

Sometimes, the founder can go to extraneous lengths to retain employees … not because the organization cannot survive without them, but because of the achievements that individual can do if properly channelled. In doing so, lines are crossed … sometimes it helps in bonding the individual closer to the organization … almost like a trial by fire. Sometimes, it backfires … and even worse spreads like wildfire on social media.

In Julie’s own words, what the founder did was to retain her at the organization … however things escalated to such an extent that the very opposite happened. This is what would happen when you mix professional relationships with personal ones. In trying to build a personal relationship with your team, you sometimes cross the boundary. Most of the times it pays off.

So what should a founder do?

A start-up would always face this issue. In order to do greater things, the team has to work outside its zone of comfort … constantly. How then do you build this sense of security within the team?

One simple approach would be to not fraternize with the team. I have seen many a good start-up founders do that … and to good effect. Reduce the fraternization only during moments of celebration.

One of my clear learning from the past episode is work towards fostering a sense of security for the employees … so that means take all conflict discussions offline. Conflicts which endanger the sense of security should not be openly discussed.

What I am saying is to clearly have two separate levels of information parity. What are the things that you have tried at work and it has paid off?

PS – I don’t have all the answers, however I am learning as I journey on.