Refactoring

Refactoring

Share this post

Refactoring
Refactoring
Feature Teams vs Durable Teams 🎽
Copy link
Facebook
Email
Notes
More

Feature Teams vs Durable Teams 🎽

How to understand which is best for your organization

Luca Rossi's avatar
Luca Rossi
Jan 15, 2021
βˆ™ Paid
9

Share this post

Refactoring
Refactoring
Feature Teams vs Durable Teams 🎽
Copy link
Facebook
Email
Notes
More
1
Share

Hey πŸ‘‹ this is Luca! Welcome to a πŸ”’ weekly edition πŸ”’ of Refactoring.

Every week I write advice on how to become a better engineering leader, backed by my own experience, research and case studies.

You can learn more about Refactoring here.

To receive all the full articles and support Refactoring, consider subscribing πŸ‘‡

Become a better tech leader ✨


Within each company, there are groups of people who are more likely to work together than others.

This is usually because of one of two reasons (or both):

  1. They have similar skills: they check their respective work, find solutions and develop practices.

  2. They work on the same project: they do different things, but they all contribute to a same output, so they need to coordinate.

Creating teams means defining processes that make it easier for these people to interact on a regular basis. So you want to create teams around people that work together the most often.

There exists a large body of literature on how to organize teams β€” based on skills (functions), projects (squads, cross-functional teams) and everything in between (matrices of various kinds).

One angle that is less frequently discussed, though, is time.

How long is the life of a team? How long are these people going to work together?

Based on this coordinate, two main configurations exist:

  • 🎯 Feature Teams β€” teams assembled to deliver a specific initiative. Will be dismantled afterwards.

  • 🎽 Durable Teams β€” teams accountable for a long-lived product / business area.

Choosing to go with one or the other (or anything in between) is an important decision to get right β€” as it has a cascading impact on almost every process: leadership role, reporting structures, career progressions, and so on.

It’s also not trivial as it depends on the stage of your company, its size, and how the business works.

I had the chance of working in both situations and each approach has its own merits, so I will add my own perspective.

Let's compare the two methods by the three coordinates that I believe are the most important:

  • 🍱 Resource Allocation β€” Flexible vs Fixed

  • πŸ‘οΈ Strategy & Decision Making β€” External vs Internal

  • πŸ‘‘ Ownership β€” Weak vs Strong

This post is for paid subscribers

Already a paid subscriber? Sign in
Β© 2025 Refactoring ETS
Privacy βˆ™ Terms βˆ™ Collection notice
Start writingGet the app
Substack is the home for great culture

Share

Copy link
Facebook
Email
Notes
More