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When we say we value openness, we always think about the visibility of our work and its impact on others. It means that we lean towards making all information available and accessible to the relevant people in an appropriate formappropriately. Openness also means questioning when something should be private due to sensitivity or personal nature and whether it should be internally public.
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We strive to be effective by developing performance measures, regularly evaluating performance, clearly communicating results, and implementing changes needed. We drop low-impact and low-value activities when found.
We strive to use well-fitting off-the-shelf , and relevant best-practice-based solutions. We hold ourselves mutually accountable for achieving our desired objectives.
We use our values and principles as the basis for making decisions. We do our best to collect, analyze, discuss and share information about everything we do so that people can be faster and more confident with their decisions.
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We work together in many ways, and each manner has its expectations of desired behavior shared below.
Consistent Customer Experience
How we look to provide great experiences that matter to our clients consistently.
Always keep our promises
Deliver quality and service reliably
Mutually improve profitability
Ensure long-term relationships
Be desired-outcome focused
Be easy to work with
Practice fair negotiation and agreements
Decision Making
How we look to make decisions at Axelerant.
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Respect, appreciate, understand, and support every aspect of diversity.
Welcome people with differences, regardless of nationality, ethnicity, gender, sexual orientation, age, physical abilities, family status, religious beliefs, perspectives, experiences, or other ideologies.
More at Diversity and Inclusivity., Equity, and Inclusion.
Enjoyable Customer Experiences
How we look to provide great experiences that matter to our clients consistently.
Always keep our promises
Deliver quality and service reliably
Mutually improve profitability
Ensure long-term relationships
Be desired-outcome focused
Be easy to work with
Practice fair negotiation and agreements
Feedback
How we ask for, give, and receive feedback.
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Coordination will occur through collaboration, not centralization
Organizational boundaries will be porous
Strategy-making will be a dynamic, company-wide conversation
Strive to make the organization simpler.
Structure emerges where it creates value and disappears everywhere else.
We will achieve control through transparency and peer feedback
We work asynchronously by writing relevant things down as they happen.
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Align meetings by purpose and share notes before the meeting.
Do your best to support asynchronous actions due to timezone and work timing differences.
Keep the video on to share your expressions unless you are uncomfortable or distracting.
Leave the meeting when it’s no longer relevant to you.
Only invite the relevant people to meetings.
Respect people’s time by being on time and starting and ending meetings as scheduled. Plus, not waiting for others to show or repeating things for latecomers.
Use video to share your expressions unless you are uncomfortable or distracted.
When ending a meeting, summarize the salient points and calls to action.
Work towards unblocking decisions or systems without needing a meeting.
You can enjoy the first minutes of a meeting by sharing what is happening outside of work.
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Be the CEO of yourself and your role by taking responsibility to set for setting goals and appropriate timelines.
Collaboration is imperative to ensure that systems work together
Communicate clearly with your team and people leader on the status of your goals. Act quickly to address areas that pose a challenge or reassess goals that are not as reachable as shared.
Contributions will matter more than credentials.
Every idea will compete on an equal footing.
Everyone will think like a business owner and be accountable for their actions.
Individuals will compete to make a difference, not to climb a pyramid
Leaders are those who inspire others
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Axelerant team members act per https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Values-and-Principles, and when not, Exceptional Situations are the consequence. Axelerant has zero tolerance for breaches of our values and professional ethics, Safe Space violations, and the following these non-inclusive behavior examples of unacceptable behavior.
Discrimination: demeaning, intimidating, racist, sexist, or threatening behaviors
Disrespect: treating others in a disrespectful or discourteous manner, using abusive or offensive language
Harassment: bullying, sexual, or any other form of harassment
Incompetence: failure to meet job performance standards, severe misuse of judgment
Insobriety: reporting for work under the influence of alcohol, drugs
Insubordination: refusal to follow work instructions, role-related activities
Negligence: failing to report to work at assigned times, misusing company time, and delaying projects
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