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3.94 AVERAGE
3.94 AVERAGE
Some podcast appearance of Jason Fried triggered me do dive in this book. It’s the second book I’ve read by Jason Fried, and if I recall correctly I wasn’t too enthusiastic about ‘Re-work’ either. Fried is a good talker, and that’s exactly what happens in this book, a lot of talking. And that’s fine for a talk, but for a book I want to hear some background material, some motivations, some elaborations on the why behind the statements. It’s not the content of the books I disagree with, - except for the ‘Not pitching ideas in person to people’ which sounds crazy to me.
Therefor, unfortunately it feels as a big boast of ‘look how cool we are at Basecamp’, like I am reading their company Tinder-page. Luckily the annoyance only started kicking in in the last half of the book.
This quote from the books illustrates this best: “Three people is the best number for a team. Four needs a manager, five is two too much and 6 is….”
Therefor, unfortunately it feels as a big boast of ‘look how cool we are at Basecamp’, like I am reading their company Tinder-page. Luckily the annoyance only started kicking in in the last half of the book.
This quote from the books illustrates this best: “Three people is the best number for a team. Four needs a manager, five is two too much and 6 is….”
This book is.. so fantastic it verges on the unbelievable.
That a profit-making company would live by these values and still consistently make money, and treat their employees like humans with real lives, which they respect and don't overload.
It is actually, true, though, which makes it all the more incredible.
I really hope that more companies adopt this method of working. I haven't heard of ANY software company outside of 37 Signals adopting these hugely unusual business practices. It's the 'anti-Elon' strategy.
If there are any other companies based - even loosely - on these principles, know that you'll be receiving my CV soon!
That a profit-making company would live by these values and still consistently make money, and treat their employees like humans with real lives, which they respect and don't overload.
It is actually, true, though, which makes it all the more incredible.
I really hope that more companies adopt this method of working. I haven't heard of ANY software company outside of 37 Signals adopting these hugely unusual business practices. It's the 'anti-Elon' strategy.
If there are any other companies based - even loosely - on these principles, know that you'll be receiving my CV soon!
funny
hopeful
informative
inspiring
reflective
fast-paced
A bit too much of a pat on their own backs for my taste, and half of it is smart & agile design & development. And yet it's a nice refreshing take on stressless and calm entrepreneurship and it tickles me to start my own company. Some day 🤷♂️
I have a lot of thoughts about business/management, and am underwhelmed by most business books. I was impressed by this very short book explaining the work philosophy at Basecamp! Work-life balance. Don't overcommit. Judge candidates by work, not other factors. Give people time to focus. Lots of great stuff in this book that I wish other companies would follow. Recommended.
challenging
hopeful
informative
inspiring
fast-paced
This book tells you to stop being the "passionate employee", stop "changing the world", and other common sense things that are just marketing empty phrases to make you to spend your life working more for less.
fast-paced
Very progressive thinking, but you can read quickly and should be able to take one point and use it in your every day work life.
Like the other books from 37 signals this book is really amazing. It shows how to create and maintain a sustainable workplace.
The nice thing about this book isn't only about how they do it (you can find a lot about it in other comments and in the book itself). the nice thing it's at the same time all those things together are hard and seem impossible to archive, they show how they didn't get there in one day, instead, they build brick by brick along years of try-error and trade-offs. It shows how with focus, the right incentives and of course, some luck, most people can be there (at least in small companies).
The nice thing about this book isn't only about how they do it (you can find a lot about it in other comments and in the book itself). the nice thing it's at the same time all those things together are hard and seem impossible to archive, they show how they didn't get there in one day, instead, they build brick by brick along years of try-error and trade-offs. It shows how with focus, the right incentives and of course, some luck, most people can be there (at least in small companies).