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I have a strong belief that you can make AAA games without crunch, but you need the right ppl, asking the write questions at the top
Thread... https://twitter.com/RaphLife/status/1337926550767824897
Thread... https://twitter.com/RaphLife/status/1337926550767824897
How much profit does the studio need to make to carry them through into the next production?
Big studios are sometimes funded by shareholders or bosses who want a bonus. Making them lots of money comes at the expense of the devs
Big studios are sometimes funded by shareholders or bosses who want a bonus. Making them lots of money comes at the expense of the devs
Would devs rather have a bonus or rather hire more ppl to share the work out more evenly?
However, large teams come at a cost, mainly communication. The more ppl you have the more team leads & producers you need. They all need training & workflows established
However, large teams come at a cost, mainly communication. The more ppl you have the more team leads & producers you need. They all need training & workflows established
So keep the team as small as possible & get rid of ppl who weigh the team down. This is super hard as a manager but there are positive ways of doing it.
Ppl might not be struggling because they're bad at the job but because of the structure, environment & motivation in their work
Ppl might not be struggling because they're bad at the job but because of the structure, environment & motivation in their work
- make sure the work is stimulating & motivating
- support their growth & progression
- provide training
- be observant of hidden responsibilities
- where is innovation needed in the pipeline to streamline work & remove wasted time?
- support their growth & progression
- provide training
- be observant of hidden responsibilities
- where is innovation needed in the pipeline to streamline work & remove wasted time?
This still supports hiring ppl at all levels, including junior. But everyone should be invested in improving & thus being more efficient.
It's easy to hide problems in a big team that only manifest when it's too late
It's easy to hide problems in a big team that only manifest when it's too late
Cultivate a culture of highlighting issues, checking staff wellbeing & progress, & talking about problems. Find out the cause & try to address it rather than assume an employee is careless, lazy or bad at their work
Have ppl at the top of the project who know what the vision & pillars are for the game & who make cuts.
Every department wants to do amazing work but what is actually intrinsic to the game?
What is pertinent to it as a creative product?
And what actually contributes to sales?
Every department wants to do amazing work but what is actually intrinsic to the game?
What is pertinent to it as a creative product?
And what actually contributes to sales?
These things need to come from the top tho, the ppl dealing with the money.
If devs crunch & finish the game & it makes money why would they change the process?
Why spend more money fixing problems that aren't a problem for themselves?
If devs crunch & finish the game & it makes money why would they change the process?
Why spend more money fixing problems that aren't a problem for themselves?
Burning out ppl is a big problem, but many ppl are unimaginative & telling them they could make more money & be creating better games by being more critical of their processes, spending a bit of money now to improve employees work life & caring about their well being doesn't work
But if everyone only worked their paid hours then they'd have to optimise elsewhere.
Maybe it's wishful thinking that things could change, but there's money to be made in games so ppl will find a way to make themi
Maybe it's wishful thinking that things could change, but there's money to be made in games so ppl will find a way to make themi
If you say no to overtime, encourage others to say no & if you're a team lead support your team in not doing it then you can be helping more ppl than you think
