Technical Documentation
The Spotify model is a people-driven, autonomous approach for scaling agile that emphasizes the importance of culture and network. It has helped Spotify and other organizations increase innovation and productivity by focusing on autonomy, communication, accountability, and quality.
The Spotify model is centered around simplicity. When Spotify began organizing around their work, they identified a handful of important elements on how people and teams should be structured.
Similar to a scrum team, Squads are cross-functional, autonomous teams (typically 6-12 individuals) that focus on one feature area. Each Squad has a unique mission that guides the work they do, an agile coach for support, and a product owner for guidance. Squads determine which agile methodology/framework will be used.
When Spotify changed the way they scaled agile they wanted to enable Squads to move fast, ship software quickly, and do so all with minimum pain and overhead. They realized these benefits and more as they took their model and evolved it. The organizational benefits of implementing the Spotify model include:
The Spotify model was based on one organization's way of working. Many organizations desire the same benefits of the Spotify model, so they attempt to emulate what Spotify did. Some organizations experienced more success than others, but it’s likely no organization experienced the same success as Spotify. The reason? Like any way of working, an organization's current culture and structure need to be taken into account. The model is simple, but the environment it's implemented in is complex.
If you’re looking to enable a culture of trust, autonomy, and rapid learning, you can’t go wrong looking to the Spotify model for inspiration. If your organization is looking at the Spotify model as a means to help you approach agile at scale, the following is a list of best practices to keep in mind.