Culture

We want to be the best place you’ve ever worked. Metova was founded by a  developer who wanted to build a company where he would like to work. While we have gone through several changes over the years, providing a good place to work is still of utmost importance. We listen to our developers and strive to create an environment where they enjoy coming into work every day.

As much as we would like for every relationship and project to be all sunshine and rainbows, there are always issues and conflicts that arise. It's just a part of being human. Even though you can't avoid conflict altogether, how you respond when it does occur makes a world of difference. Just like a bone that breaks, if you manage it correctly, it will be even stronger when it's healed. There are three steps that will help make your interaction a success.

This week, we are celebrating our ten year anniversary! It’s been an adventure. We’ve joined forces with A4 Solutions, built new offices, acquired some excellent companies, built our own products, and expanded our service offerings. Here’s a look at how we began and what we have achieved.

Being a remote worker offers a large amount of autonomy and flexibility, it also comes with some unique challenges. Staying focused, being transparent, and communicating clearly and effectively are imperative to success in remote work. Recently I discussed with a group of Metovian remote workers the tools they rely on. Although we found these tools to be helpful in a remote working context, they are undoubtably useful for in-office use as well.

Flexible working conditions are one of the many perks for Metova employees. With approval, we can work away from the office from every once in awhile, to a scheduled number of days per week, to only seeing the office once every couple of months. Managing communication, environment, security, and schedule are key to making working remotely from home successful. Director of Technology, Ron Unger, the first Metovian hired to work remotely 100% of the time, gave us some insight into making it work.

As previously discussed, being transparent is the first step in becoming autonomous. Once you have the knowledge and tools in place to be transparent, you are on your way to gaining accountability. From there you gain responsibility and trust. Accountability is a natural friend to transparency. A lack of transparency and accountability can quickly turn into blame when ego is added.

 Entering the elevator, I notice Tommy, our new hire, carrying a large stick-looking object. “Whatcha got there?” I ask. “A didgeridoo. It’s for the talent show today.” “Oh, of course,” I respond agreeably, although I have no clue what he is referring to.  

“How much does app development cost?” is the number one question Metova...

More than Money.

Offering salaries and raises alone does not necessarily make a good employee. According to Dan Pink’s TED Talk, monetary rewards increase performance, but only when tasks are straightforward and use very little, if any, thought. When tasks require thinking outside of the box and cognitive skills, monetary incentives have been found to actually decrease performance. In order to promote innovative thought and drive employees on an internal level, we give them goals. Autonomy, mastery, purpose: the same three elements that Dan Pink believes breed motivation and happiness. Taken separately, they mean little but when their powers combine create Captain Planet! No, that’s not right, what they really make is a happy, trustworthy, knowledgeable, and independent Metovian.