Having a Wild Playbook can seem like a very corporate thing, especially when you use words like “collaboration”, “team results” and “open mindset”. Don’t all companies want these things? And haven’t we all seen fancy words like this thrown around the office in our previous workplaces? I would say the answer to both these questions are of course – YES!
So why did we go to the trouble of writing this down? When you are small company like we are it is a lot easier to keep one culture and involve everyone in defining what it is. And having a document like this allows us to use it.
How do we use our Wild Playbook?
This Playbook is not a fire and forget thing for us, we regularly pull it out and talk about it. Some of the questions do need updating as we complete goals and set up new ones. Other questions are more static, but still require us to look through them again to see, if only to remind ourselves and realign.
As for our behaviors, another important aspect is if we believe they will make us successful in the long term. We want to make sure this is a culture we want to be part of and that attracts likeminded people to join us. It needs to be values we can stand behind and really live by, or else they will just be words on a piece of paper (we have seen a few of those papers in our careers).
Our most concrete way of using this document is when we have been hiring our two first Wildlings – Mikael and Grenis. As we interviewed them, and they interviewed us we used our Playbook to discuss what we want to achieve in Wild Games and how to get there. We wanted to be completely transparent about who we are and what we stand for, so let’s hear it from them what they think about this.
When you interviewed with Wild Games and you got to see the Wild Playbook for the first time, what was your thoughts around it?
Mikael: I liked the honesty and transparency of it all, I felt that this would be a studio with people that I would get along with really well.
Grenis: Being cynical by default, I was a bit hesitant about it and not all that excited in something called a playbook. But once I got to read it and got it presented to myself I found it to be quite insightful.
Was there anything in there that excited you a bit extra?
Mikael: The self-driven part stood out to me the most and was one of the main points that sealed the deal for me personally.
Grenis: The fact that it was not your regular corporate speak meaning nothing in the end, but something that was well thought through and made sense describing a culture and purpose that I could really identify with.
Having been in the company for a few months now, how do you think we live up to the content in the Wild Playbook? Anything that sticks out extra?
Mikael: All the points in the playbook definitely ring true from my experience. It’s very refreshing with the open mindset part especially, to be encouraged to say what you think and just be honest. You will reach your goals much faster that way.
Grenis: Down to every letter, the playbook really does reflect how we work and who we are as a group as well as how we are as individuals.
When we hire Wildlings, we want to find people that already express the behaviors we want to see, not adapt to them. If the behaviors are not already a part of who you are, you will probably not enjoy being part of Wild Games. And if you feel like a culture like the Wild one is what you thrive in and you feel our vision as a company is compelling, you will most likely have the time of your life being a Wildling.
What is the future of the Wild Playbook?
Only time will tell if our Wild Playbook is successful or not. As mentioned, it is a living document, and when we update it, we do that together. We will continue using it for re-alignment internally and as a tool when recruiting. Right now, we see a big value in our Playbook, but who knows what it will turn in to as Wild Games evolves and grows.
So why did we share the Wild Playbook? There are two reasons basically, and the first one is we enjoy working with people who share our values but might not necessarily have the same background as us. By getting this out there we hope that some of you that reads this will be interested and reach out to us about working together in the future. We will want to grow the team with people with more mobile experience and also find people with different backgrounds than we have. Some of the roles we will be looking to fill are UI Artist/Designer, UA/Growth Specialist and Data Analyst. If you have these skills, feel free to reach out to email@example.com!
The second reason for sharing our Playbook is that hopefully it can inspire others to develop their own Playbooks and write down what your culture is. By defining who you are and what you are about is never a bad idea for a company, and even the exercise of doing it has a lot of value. Being transparent about who you are will attract the right people as well as deter the people that might not fit well. A win for both you and the people you are looking to hire!