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Human Resources > Human Resources - Pg. 5

118 Things to Know About Running a Game Development Company 5 #23 Hiring for the long run means starting people at reasonable salaries. Many game developers have very low turnover, but you're still expected to give raises, so keep this in mind when setting salaries. #24 Run it like a company, not a clubhouse. People have to be accountable. Fire those who don't fulfill their responsibilities. Publicize policies and enforce them equally. #25 Don't poach. At least, don't poach from those with whom your company has good relations. #26 Have regularly scheduled meetings by team, executive level, and any other logical grouping. Face to face communication is the grease that makes a company's wheels run smoothly. #27 Always offer people the opportunity to contribute new game ideas at any point. #28 Pay yourself and your people reasonably but not exorbitantly. #29 Talent is important, but a compatible personality is just as important. When colleagues like each other, life is a lot easier for everyone. #30 There are lots of ways to pay people. Try giving an expense account for games. It's a cheap thrill that makes your employees more effective. #31 Do you tell your employees about trouble? Most developers tell their employees what is going on when their actions can help solve the problem but try to avoid distracting employees with other issues. #32 Don't forget--people are not machines. Employees have spiritual and emotional needs as well as financial ones, and part of your job as manager is to meet those needs (or hire someone who can). #33 There are two camps when it comes to office design: those who like open bullpen styles and those who believe in having a door that can be closed. The bullpen almost guarantees sufficient team communication, and the individual office almost guarantees greater productivity. One effective