1 Theoretical background
1.1 Agile work practices
Agile work practices | Definition of the practice |
---|---|
Self-organized decision-making | The team operates in a self-organized manner, implying that team members collaborate autonomously to plan and coordinate their work, to accomplish common goals, and to establish their own boundaries. Team members share leadership and decision-making authority. (Stettina and Heijstek 2011) |
Daily stand-up meeting | Team members convene daily for a brief 15-minute standing meeting aimed at fostering efficiency. During this meeting, they address three key questions: What tasks did I complete yesterday? What tasks will I tackle today? What obstacles are hindering my progress? (Tripp et al. 2016) |
Retrospective meeting | At the end of each iteration, agile teams conduct a retrospective meeting where they engage in a constructive reflection and evaluation of the previous iteration, examining their collaborative efforts and identifying areas for continuous improvement. (Tripp et al. 2016) |
Incrementation practice | The agile development process follows an incremental approach, where planning and progress are conducted in small increments. At the conclusion of each iteration, a small portion of the product is delivered to either external or internal customers, enabling prompt feedback to be received. (Tuomivaara et al. 2017) |
Iterative planning | The team works in short recurrent iterations or working cycles called sprints in Scrum theory. At the beginning of each iteration, team members and business owners agree on what will be delivered during the upcoming iteration, and team members estimate and plan the respective work. (Tuomivaara et al. 2017) |
Customer relation | The development process is guided by the needs and desires of the customer through direct engagement and consistent feedback. Customers are not treated as passive recipients of the final product but rather play an active role in the development process. (Tuomivaara et al. 2017) |
Visualization of work progress | The team utilizes visual representations, such as task boards or charts (e.g., burndown chart or velocity chart) to convey information about the progress of their work. These visual aids effectively communicate the tasks that have been completed and those that are still pending. (Tripp et al. 2016) |
1.2 Job demands-resources theory
1.3 AWP, work design, and occupational well-being
2 Method
Self-organized decision-making | Daily stand-up meeting | Retrospective meeting | Incrementation practice | Iterative planning | Customer relation | Visualization of work progress | Total | |||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
+ | − | + | − | + | − | + | − | + | − | + | − | + | − | + | − | |
Job resources | ||||||||||||||||
Autonomy | 10 | – | – | 1 | – | – | – | – | 5 | – | – | – | 1 | – | 16 | 1 |
Feedback | 2 | – | 3 | – | 8 | – | 3 | – | 2 | – | 13 | – | 2 | – | 33 | – |
Social support | 3 | – | 3 | – | 3 | – | – | – | 1 | – | – | – | – | – | 10 | – |
Goal clarity | 1 | – | 4 | – | – | – | – | – | 3 | – | – | 1 | 2 | – | 10 | 1 |
Task-related resources | 5 | – | – | 3 | 2 | 1 | 3 | – | 3 | 1 | – | – | – | – | 13 | 5 |
Job demands | ||||||||||||||||
Workload | 3 | – | – | – | – | – | – | – | 3 | 1 | – | 2 | – | – | 6 | 3 |
Time pressure | 2 | – | – | – | – | – | 1 | – | 5 | 8 | 1 | – | – | 1 | 9 | 9 |
Emotional demands | – | 1 | – | 1 | – | 2 | – | – | 1 | – | – | 1 | – | 2 | 1 | 7 |
Work interruption | – | – | – | 1 | – | – | – | – | – | – | – | 1 | – | – | 3 | 2 |
Occupational well-being | ||||||||||||||||
Work motivation | 7 | – | 2 | 2 | 1 | 1 | 1 | – | 2 | – | 1 | – | 1 | 1 | 15 | 4 |
Work stress | – | 1 | – | 2 | – | 2 | 1 | – | 3 | 4 | – | 2 | – | 1 | 4 | 12 |
Overall | 27 | 5 | 11 | 8 | 14 | 9 | 6 | – | 21 | 16 | 13 | 8 | 5 | 4 | 97 | 50 |
3 Results
Agile work practice | Potential relationships with agile work practices | Examples from interview |
---|---|---|
Self-organized decision-making | Opportunities | |
High level of participation and autonomy associated with high levels of motivation Increased speed and quality of problem solving as responsibility lies where the delivery lies (results in higher commitment and motivation) Two-directional feedback at eye-level and mutual learning processes Strong team cohesion, collaboration, and social support in collegial setting Increased goal clarity through regular coordination Greater identification with the product and team members actively shaping their work scope Reduced workload and time pressure through self-determined work and time planning | Sebastian: “I think the motivation is generally increased because the team is trusted more. You put more emphasis on the team’s opinion and get feedback from the team.” Charles: “Through the freedom that you gain and the little control that is exercised from above, you actually create such a framework where everyone can contribute according to their skills and interests.” Sarah: “This self-organization of teams, […] which should also protect the team as much as possible from overworking itself. Because the team only takes as much work into the sprint as it believes it can manage.” | |
Risks | ||
Autonomy and self-responsibility can increase emotional demands and stress Pressure to perform and risk of self-exploitation Endless self-optimization, never being satisfied Cross-functionality can lead to inefficiencies and ambiguities due to a lack of required skills | Sarah: “It can also be very stressful for one or the other when this part of responsibility is transferred to the team. […] it can cause massive pressure for the individual who is perhaps less able to deal with it.” | |
Daily stand-up meeting | Opportunities | |
Motivating source for feedback, social support, and learning from each other Issues and hindrances are discussed and solved quickly before causing any damage Goal clarity, transparency, and prioritization within the team are increased and support a healthy work balance Close alignment makes it possible for colleagues to step in for each other, information does not get lost | Emma: “The dailies are also well used to get feedback on development issues and so on. In every meeting there is the possibility for feedback, the space is there.” Ben: “Daily stand-ups are good because you don’t invest much time, but you get the most important information from the others. […] I have to manage my daily life and I have to know what to prioritize.” | |
Risks | ||
Increased emotional demands and stress if transparency on individual work progress turns into status reporting, mutual control, and justification processes Demotivation and questioning of meaningfulness due to daily repetition, redundancy of information in the sessions, or rigid adherence to fixed timeboxes Daily stand-ups perceived as frequent work interruption leading to reduced productivity | Sarah: “Those are also the kinds of things that are resisted by many team members because it sounds like control: What have I done, what am I going to do? That’s perceived by some as negative and controlling.” Christian: “Many meetings […] You have to report a lot. Daily standups and everything. […] Productivity suffers from that as well. Because when you’re writing code […] you get to the point where you’re fully into it, and then you have a meeting. […] and then you try to get back into it. And it’s like that every day.” | |
Retrospective meetings | Opportunities | |
Regular opportunity for reflection, feedback, and learning from mistakes that enables continuous improvements of team and work processes Fosters a shift in discussion from operating issues to relational issues, obstacles to collaboration can thus be removed at an early stage Makes work easier and more pleasant as everyone feels supported, can have a say and solutions are found together Time for team to celebrate little successes and praise each other, which increases motivation Increased meaning and significance through regular reflection of the work Provides opportunities to reflect on and optimize the use of skills and strengths | Sebastian: “The feedback from the developers or the POs is such that with a retro you already get a lot more content or also insights from the team that you would have otherwise simply missed.” Tim: “It serves so many functions for me: team building, understanding the team, taking the pulse, fixing real problems—I think that’s one of the most important meetings.” Susan: “Through the retros and the constant reflection level, you ask yourself again and again, what is the meaning of what I’m doing right now?” Charles: “At some point we declared the Retro the official compliment exchange. We took the opportunity to give compliments […], to praise each other.” | |
Risks | ||
Constantly reflecting, solving problems and conflicts, and talking about what can be improved can be emotional overwhelming and increase performance pressure (stress of self-optimization) Frequency of reflection is perceived as too often by some individuals Dissatisfaction if nothing changes and actions are not followed Risk of blaming and justification during reflection processes if those are not moderated well | Sarah: “Especially this timebox from the sprint and when you see ‘So we haven’t made much progress yet, what’s the reason for that?’—that can lead to retrospectives somehow triggering performance pressure in gentle and sensitive minds, or even turning into blaming or the like.” Christian: “You do […] the ceremonies, but there’s no end to it. And then it becomes kind of demotivating. You see recurring problems pop up. Things not being done right, you hear the same complaints in retro, things not getting better.” | |
Incrementation practice | Opportunities | |
Motivation through frequent releases and frequent feedback from customers or stakeholders Regular feedback and adapting accordingly increase the likelihood of satisfying results Increased feelings of task identification, contributing, and delivering high quality work through continuously adding small chunks to the whole product Releasing finished increments regularly can be celebrated as small successes | Susan: “The advantage of incremental development is that I always integrate the small increments into a complete product, which is then ready to run. That means I always have a big whole into which I add my little thing.” Christian: “And when you’re almost done, you have four tasks left until you can release the first version, that’s motivating. Then you finish that, and you release the first version. And then you have the feeling of completing an Epic, that’s a very nice feeling.” | |
Risks | ||
– | – | |
Iterative planning | Opportunities | |
Team members have the autonomy to determine what they can accomplish and how to process Regular planning helps to improve quality and accuracy of forecasting, and thus, avoiding overload and time pressure The iterative approach follows inspect-and-adapt feedback cycles, so that team members are not at risk to lose track but follow clear goals and expectations The planning activity itself (planning poker) increases fun and support within the team Breaking down larger tasks supports getting tasks done in a more structured way, which can reduce workload Working in iterations support a sustainable pace and rhythm of work that fosters focus instead of work interruptions | Richard: “With any developer it is always the issue, am I disturbed, interrupted, or distracted for some small question. No developer wants that. Agile gives you more time, blocks where you can concentrate.” Sebastian: “This empirical process creates transparency, which is necessary but often not available. When we started estimating, we first noticed how we overestimated ourselves and how long we actually worked on individual topics. […] In theory, these are simple processes, but they have a very big impact. This ‘aha’ effect is already an extreme success.” Sarah: “Because the team only takes as much work into the sprint as it believes it can manage. In principle, it should already be capped so that there is not too much in there that can’t be done.” | |
Risks | ||
Increased workload if team repeatedly plans too many tasks and puts itself under pressure due to high ambitions, especially when effects of overtime occur Feelings to rush from one iteration to the next one can increase time pressure and stress Overload due to too many and too long coordination meetings, where too many people are involved; also leading to reduction of meaningfulness | Brian: “I realize they are valuable, but I personally hate them because they are 8‑hour sessions and that is the most boring thing in the world to me.” Susan: “The typical just-before-the-end-of-the-sprint stress. The sprint is soon over, and you realize you’re behind with things and think you still have to finish everything quickly.” Richard: “You rush from one sprint to the next.” | |
Customer relation | Opportunities | |
High product quality and customer satisfaction through regular exchange and feedback from practice Avoiding going in wrong directions and having to take steps back which could cause more time pressure Motivation through praise, positive feedback from and direct exchange of team members with customers | Tim: “Basically, the idea with agile methods is that you give out very small bites to the customer as quickly as possible to get feedback as quickly as possible. […] Not planning and building things for weeks. […] which then nobody uses.” Susan: “And you don’t run the risk of running off in strange directions forever, because at the end of the sprint you have another moment of reflection where you look back and ask yourself, what are we actually doing here? You also notice more quickly when you start doing really weird things.” | |
Risks | ||
Lacking goal clarity and work focus if customer requirements change to frequently, hindering team from moving forward Increased workload and stress if customers require too much at once and does not want to follow the incremental approach Exclusive orientation towards customer limits the teams’ own innovation and creativity Regularly having to disappoint excessively high customer demands; demotivation through customer dissatisfaction and negative feedback | Tim: “I think you have to be careful. Anyone can say: I’d like this, I want that. That’s almost always useless.” Christian: “Sometimes tasks were thrown in the middle of the sprint, which causes some headaches for the developers […] because it interrupts the workflow.” Sarah: “Negative feedback from the stakeholder […] can also cause resentment in some people and create pressure to perform or even trigger unhappiness.” | |
Visualization of work progress | Opportunities | |
Metrics and visualizations create transparency and provide feedback and information for improvements especially when team autonomy is high Motivation through visualization of work progress increases goal clarity and prioritization | Tim: “It’s a question of how we get the metric and what do we do with it. In our case, the developers themselves are responsible for creating the update for their platform. I.e., they will create, provide, and explain the metric. […] We don’t measure you; we measure ourselves as a team and see how we can get better.” | |
Risks | ||
Transparency on work progress can lead to increased emotional demands due to feelings of control and pressure to perform Especially demotivating when reflection processes focus on what was not achieved | Christian: “When you see that there are 4 days left and it’s not working properly yet, it can get a little stressful.” Emma: “For this team it turned out at that time it does not work. The meetings and the team culture suffered so much that it was better to leave it out. […] You went into them with a bad feeling.” |
3.1 Relationships between agile work practices, job demands and resources, and occupational well-being
3.2 Personal and organizational resources
Level | Potential moderator | Examples from interview |
---|---|---|
Personal resources | Opportunities | |
Extroverts may cope better with the high density of meetings and the open communication in the team; however, introverts can also benefit from getting more involved and having the possibility to communicate within a structured and supported framework Team orientation as well as social and interpersonal skills are advantageous for working in agile teams Initiative and proactive behavior is required, as individuals are encouraged to actively raise concerns or ask for help People who attach more importance to their work might be more motivated in agile teams | Ann: “You definitely need team spirit. […] You shouldn’t be afraid to get help. That’s also very important. You are responsible for your own stuff. […] You have to go outside when you get stuck and get advice and feedback.” Susan: “I think in a well-managed agile team there is room for both. I can imagine that introverts tend to have a harder time getting involved. But that they then benefit more from getting involved. Because it also offers a possibility to communicate with people in a relatively structured, supported framework, to talk about things that are otherwise not so easy, e.g., conflicts.” | |
Risks | ||
High social and emotional demands related to agile work could cause stress for individuals who do not want to work with such a social intensity People who just want to earn money and do their technical might be overwhelmed and stressed by the high level of self-responsibility | Sebastian: “There are also team members who like to work classically. They’re used to ‘Okay, I get my requirements, I do my work here, I write my code and then I’m done’. They have a hard time being so involved. For them, it’s really a bit exhausting to get used to being asked so much and suddenly having so much more responsibility.” | |
Organizational resources | Opportunities | |
An empowering and trusting leadership encourages self-organization, autonomy, and motivation in agile teams The role of the Scrum Master is particularly important and requires important leadership skills; the person supports the team identifying and solving problems as early as possible and moderating team processes A culture of psychological empowerment and safety is required When agile methods are introduced, the purpose of the methodology must be fully understood by everyone | Alex: “It’s not enough if a project runs according to Scrum […] but still pressure comes from above from the management team with some deadlines or expectations. […] It also needs trust, freedom, and a good working environment.” Emma: “By keeping all possible impediments away from the team or solving them accordingly. That can be all kinds of things. From listening when someone has a problem, […] or someone needs new hardware.” | |
Risks | ||
Directive control-and-command style of leadership and symbolic self-organization can increase job demands, such as time pressure or emotional conflicts, and frustrate individuals An overloaded meeting culture and thus constant distraction needs to be avoided; this can occur especially when agile meetings and traditional reporting meetings both take place Missing dedication of roles to one agile team can lead to role conflicts and increased workload Merely introducing agile methodology without establishing an understanding why can be demotivating for team members | Ann: “If any requirements come from above or from the project perspective for any reason, which then had to be implemented quickly, then dissatisfaction increases.” Sebastian: “The main problem with those who had negative experiences was simply that the framework was briefly presented, then it was introduced and the complete meaning behind each individual event was never really explained. So, you often forgot to explain to the team why these processes and events are carried out in detail, what the benefits behind them are. […] It’s clear that some developers felt that this was being imposed on them a bit.” |