The Survival Manual

We don’t really have big documents of rules, but we’ve happened to create some great democratic practices that leaders like Ricardo Semler have been talking about.
 Here is a 15 point survival manual, which summarizes what it takes to thrive here.

1 We have a reception area, but no receptionists.

Everyone at Codewave, from leaders to interns receives guests, gives directions, serves coffee, opens the office, pulls down the shutters, turns on the generator and dials the phone.

2 We have no cubicles, no walls between tables.

No walls, but we have people facing each other. You may find tables and chairs scattered around; that’s because we work in clusters, which makes people happier and our work the best.

3 We feel money is just a by-product of a business headed right.

We’ve so far managed to make money and share it with people, without having to shift our focus from people to money. We believe in sustaining and scaling gracefully.

4 Our meetings are fueled by attention and involvement.

There are no rules to decide who should be present in what meetings. People get involved, proactively involve more individuals if needed for greater impact.

5 It’s perfectly okay to not look busy all the time.

You may find that not everyone looks busy all the time and it’s perfectly okay to be so. What matters is, how you respond to challenges that come to you and how you help others to do the same.

6 We grow when we enable others to make decisions.

It’s not enough to build capability to take decisions yourself, we believe true success lies in empowering others to take decisions on their own, as well. Grow to be a growth catalyst.

7 The only rule that works is common sense.

We’ve often solved the greatest of challenges by being human, humble and by applying common sense. Nothing else. There are no rules here but one – which is to wear your common sense.

8 We don’t need to have facetimes always.

Some of us are morning people, others start the day late and stretch till late night. You may not see everyone around always. And that’s okay as long as we’re open to adjust when it helps the team.

9 We have 360 peer feedback and it’s all public.

Everyone gets to rate everyone else and the results are public. Anyone who’s unable to adapt to change, usually leaves someway or the other. This also means leaders can be voted out.

10 There’s no need for micro-management.

We’ve been thriving with individual ownership, eliminating the need for supervision. This does not mean that there’s no accountability. There’s deep sense of personal responsibility.

11 Disruptive workplaces adopt participative leadership.

We’re not the only company to embrace participative leadership. Workplaces of future, will belong to those who’d let go of control, blind irrational authority and accept rising personal leadership.

12 Everyone knows how much money we’re making.

Anyone can review a business opportunity. Everyone gets to see where our customers come from, what they need, how we can meet the need, what price we quote and what our cash position is.

13 Growth is a daily affair, not yearly.

We promote people, when they’re ready for the next level. We see Codewave as a platform where people come together and rise as leaders in life. We call it the Codewave Leadership Cafe’.

14 Live what you preach, lead by example.

Peerly, is a product by Codewave, that embodies all that we do, we say, we believe and we’ve learnt from people and experiences at Codewave. It helps teams adopt transparency and empathy.

15 We recognize customers for playing fair

We’ve never compromised on transparency and fairplay, with team members or customers. We’ve recognized great customers and also sometimes have fired customers who’re unreasonable

Learn more about the culture & explore opportunities to be a part of the team

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