"If you're in product support or a customer advocate, and you know how the product works because you've learned how it's coded, you can answer questions in a more valuable way," says Bersin. "And when clients ask for configuration and customization, everyone understands the implications. I've just never seen it done to this extent."
At first, pushback is part of the package
FreeCause uses online training from Codecademy to teach the basic levels of coding, asking each employee to spend two hours a week with it. Those online lessons are augmented with two weekly one-hour meetings with a lead programmer, who acts as a mentor, and a team of three or four others, during which lessons are reviewed. A monthly "boot camp" is designed to impart more general programming lessons.
Each team is also responsible for development of a new coding project that it will present to the company later this year -- projects may involve creation of a new feature or improved functionality for a Web page within the FreeCause application. The company has not yet determined future activity, such as refresher courses or work on other languages.
Jaconi admits to being initially nervous about pushback from the employees. "I didn't anticipate that we'd have as much buy-in as we did up front," he admits. That didn't happen immediately. Several employees, both technical and non-technical, report being skeptical at the outset.
We [engineers] all went to school for years to learn [coding], so the idea of casually teaching it to employees was daunting. Kyle Gifford, implementation engineer
One of the latter is Len Fainer, former director of product management (who has since left FreeCause for a job with a shorter commute). Fainer had a background in marketing and business administration, but never studied computer science. He and his team found it difficult to keep up with the lessons given their workload, and he's not sure how much of the knowledge he'll retain over time.