The Game Outcomes Project, Part 5: What Great Teams Do
游戏专案为何成功系列之五：提升团队之路
网志版：http://wp.me/pBAPd-qT
原文网址：
http://gamasutra.com/blogs/PaulTozour/20150126/235024/The_Game_Outcomes_Project_Part_5_What_Great_Teams_Do.php
缩网址：http://tinyurl.com/o272zsl
撰文：Paul Tozour
繁体中文翻译：NDark
20150126
译按：本文是一篇统计学专业文章，若有翻译不正确的文句，请以原文为主。
This article is the conclusion to a 5-part series:
Part 1: The Best and the Rest is also available here: (Gamasutra)
(BlogSpot) (in Chinese)
Part 2: Building Effective Teams is available here: (Gamasutra)
(BlogSpot) (in Chinese)
Part 3: Game Development Factors is available here: (Gamasutra)
(BlogSpot) (in Chinese)
Part 4: Crunch Makes Games Worse is now available here: (Gamasutra)
(BlogSpot) (in Chinese)
This article is Part 5, and will soon be translated into Chinese.
For extended notes on our survey methodology, see our Methodology blog
page.
Our raw survey data (minus confidential info) is now available here if
you'd like to verify our results or perform your own analysis.
The Game Outcomes Project team includes Paul Tozour, David Wegbreit, Lucien
Parsons, Zhenghua “Z” Yang, NDark Teng, Eric Byron, Julianna Pillemer, Ben
Weber, and Karen Buro.
本文是五篇系列中的结论。
想要知道问卷的方法论，请参阅部落格页面
:http://intelligenceengine.blogspot.com/2014/11/game-outcomes-project-methodology-in.html
我们问卷的原始资料在此，有兴趣的朋友可迳自取用分析。
"游戏专案为何成功"团队成员包含Paul Tozour，David Wegbreit，Lucien Parsons，
Zhenghua “Z” Yang，NDark Teng，Eric Byron，Julianna Pillemer，Ben Weber，及
Karen Buro。
The Game Outcomes Project, Part 5: What Great Teams Do
游戏专案为何成功系列之五：提升团队之路
The following is a summary of our top 40 findings in the 2014 Game Outcomes
Project. We’ve listed the factors in order from most to least important
below, sorted by the strength of their correlations.
本篇文章是我们在2014年游戏专案为何成功此计画最重要的四十个结论。我们依照重要性
及关联性排列这些要项的顺序。
Our study was based on a 120-question survey of 273 developers. The
resulting data led to some surprising conclusions: we discovered enormous
cultural differences between teams, and most of the cultural factors we
looked at correlated very strongly with project outcomes. This article
explains what differentiates the most successful game development teams from
the rest, according to our survey data.
我们的研究是基于两百七十三个开发者针对一百二十个问题的问卷回应。数据透露出令人
惊讶的结论：我们发现了团队的文化差异，其中大部分都与团队的产出有着强烈关联性。
本文以问卷的数据解释成功的游戏开发团队与其他团队之间的差异。
A large part of our survey was based on team effectiveness models defined in
the books Leading Teams: Setting the Stage for Great Performances, The Five
Dysfunctions of a Team, and 12: The Elements of Great Managing. Our first
surprise was that out of the 46 questions we asked related to these models,
39 (85%) were strongly correlated with every single outcome factor in exactly
the way the models predicted, and 5 of the remaining 6 questions correlated
with all but one or two outcome factors.
问卷的大部分都基于团队效率模型理论：领导团队：设定高效率的舞台，团队的五个障碍
，良好管理的十二个基石。首先令我们惊讶的是依照这些模型所定义的四十六个问题中，
三十九个（百分之八十五）都与每一项产出分数达到强烈相关。而剩下的六个中的五个也
都至少与一到两项产出分数相关。
So before you do anything else, pick up those books and read them. This goes
double if you’re in any sort of leadership position.
在你进行任何改变前，如果读者是管理职位，不妨挑选建议的书籍来阅读，必定获益良多
。
Just because we’re doing game development doesn’t mean the fundamentals of
organizational effectiveness are somehow different from other industries, or
that the decades of validated management research done elsewhere is magically
rendered irrelevant.
We are not a unique and special snowflake.
不会因为我们做的是游戏开发，组织效率的运作原理就会不同，几十年来已经被验证的管
理研究都在我们产业中验证。我们不应自认为是天之骄子。
Bear in mind that this article is an opinion piece – an editorial that
extrapolates from our analysis of the Game Outcomes Project data. It
includes our own subjective interpretations of what our correlations and
other analyses actually imply, but only where we felt it was justified by our
data (or the models that inspired our survey design, where the data agreed
strongly with those models).
但仅记本文仅是提供建议，也是从数据中分析而出的推论。文中也包含我们对于关联性与
分析目标所得出的的主观意见，尤其是当我们觉得这样解释数据是有合理性的情形下。（
或是当这些数据强烈地印证这些启发我们的问卷设计的模型时）
If you disagree with any of our interpretations, read the articles (Parts 1,
2, 3, & 4) and form your own conclusions. You can also download the raw data
here in case you’d like to double-check our analysis or investigate the data
on your own.
假如你对我们的推论并不满意，请回顾我们的系列文章，并组织你的想法。你也可以下载
我们问卷的原始资料，迳自取用分析。
The Top 40: What Great Teams Do
提升团队之路的前四十个该注意的事
1. Great game development teams have a clear, shared vision of the game
design and the development plan and an infectious enthusiasm for that vision
[1, 2, 3]. Having a viable, compelling, clear, and well-communicated shared
vision was more important than any other factor we looked at. Make
absolutely certain that the vision for the final version of the game is clear
and well-communicated throughout the team, and that team members share a
similar vision of the game throughout development. Leads in particular need
to communicate a consistent shared vision for the game, carefully communicate
changes to the design or the development plan, and resolve any conflicts of
vision swiftly and professionally.
优秀的游戏开发团队拥有一个清楚且公开的游戏设计愿景，开发计画，及对此愿景的热情
。一个可行，具说服力，清楚，充分沟通的愿景比起其他的要素更为重要。请确保对团队
充分沟通这个游戏最终成品的愿景，确保每个人都清楚知道它是什么。管理阶层尤其必须
把游戏的愿景持续沟通，在设计及开发计画改变时也必须小心地沟通，顺利且专业地化解
由愿景变动而来的冲突。
Great development teams care deeply about the vision for the game [4]. They
have an infectious enthusiasm that sharpens their focus. This enthusiasm is
a huge driver of positive outcomes, and a lack of enthusiasm is a clear
warning sign of problems that need to be addressed. It may mean the vision
needs work, or it could be a people problem. Investigate carefully and don't
jump to conclusions.
优秀的游戏开发团队深刻地重视游戏的愿景。因为这会产生有感染力的热情来强化专注。
而热情驱动正面产出，缺乏热情就是一连串待处理问题开始的病征。有可能是因为愿景必
须调整，或是团队存在人的问题。小心地挖掘原因，不要太快下结论。
2. Great game development teams carefully manage the risks to the design
vision and the development plan [1].
优秀的游戏开发团队会小心地管理设计与开发计画的风险。
They are very cautious about making changes in development that deviate too
far from the vision. Fundamental design changes in development are a major
driver of increased costs and risks, and are often a sign of deeper problems.
When they disagree about game design, they resolve the disagreement swiftly.
They do not ignore it.
假如开发计画偏离愿景太远的时候，必须小心地做出改变。开发过程中造成的设计基底变
动会加大成本与风险，引发更多问题。当对于游戏设计意见不同时，要立即化解歧异，绝
不要忽视。
If core design elements DO change, great gamedev teams clearly communicate
those changes to the team and justify them.
Some believe that a leader’s job is to “hire talented people and get out of
the way.” This is a deeply flawed notion. A leader must constantly and
proactively work to identify and mitigate any potential threats to the
project or the team.
假如核心玩法真的必须改变，优秀的游戏开发团队必须清楚的把这些改变与团队沟通，详
尽地解释。
有些人相信领导者的工作是"雇用优秀的人让他们工作"。这完全搞错了。领导者的义务是
持续且主动地预见且减轻潜在的专案或团队问题。
3. Members of great game development teams buy into the decisions that are
made [1]. If there’s no buy-in, it's a clear warning sign of deeper
problems.
优秀的游戏开发团队会对自己所做的承诺买单。当反之，不愿承诺表示团队状况是亮黄灯
。
4. Great game development teams avoid crunch [1].
优秀的游戏开发团队不加班。
Extended overtime seems to actually makes games worse overall. As far as our
data is able to tell, crunch absolutely does NOT make games better. Our data
provides no convincing evidence that any overtime is helpful in any way. Not
even a little bit. It has negative correlations with outcomes and positive
correlations with poor planning, miscommunication, turnover, and a
disrespectful working environment, especially when crunch is mandatory
instead of voluntary.
加班会让开发的游戏落到谷底。至少我们的数据显示，加班绝不会让游戏更好。我们的数
据显示，没有证据说加班会帮助开发，一点也没有。加班与产出有负关联性，而加班与差
劲的计画，沟通不良，流动率，没有尊严的工作环境有正相关，特别是非自愿加班的情形
下。
But even if you don’t buy our conclusion that crunch itself makes games
worse, you should take a good, hard look at all of the other evidence that
crunch increases burnout, disengagement, turnover, and project error rates …
along with the extensive evidence in the broader management research showing
that it also harms employees’ health, productivity, relationships, morale,
engagement, and decision-making ability, while increasing the risk of alcohol
abuse.
The very best results in our study came from teams that were focused and
cohesive and worked the LEAST amount of overtime.
如果你不相信我们对于加班会让产品变差的结论，你该好好认真地检视那些加班会导致倦
怠，消极，离职，低良率的证据。那些针对管理的广泛研究都显示这样的证据，加班会对
员工的健康，生产力，人际关系，士气，积极性，决策能力产生影响，甚至会造成酗酒问
题。
If you lead a team, try this exercise: ask your team to work no more than 40
hours a week for 3 months, with the specific goal of increasing productivity
and focus as much as possible in those 40 hours. Genuinely work to optimize
your team's productivity during normal working hours and see how much more
you can do with less.
And even if crunching were effective, it’s pathetic to ask your team to put
in more hours per week before you’ve genuinely done everything in your power
to maximize productivity in the first 40.
假如你带领一个团队，试试看挑战你的团队三个月的期限内每周不要工作超过四十个小时
，同时在这样的条件下想办法维持或增加效率。有才能的员工就会在正常工时中把想办法
团队的效率提升。
即使加班是有效率的，若不先在正常工时中把效能拉起来，就去要求团队加班是一件本末
倒置的悲剧。
5. Great gamedev teams build an environment where it's safe to take a risk
and stick your neck out to say what needs to be said [1].
优秀的游戏开发团队会营造能够安全承担风险的工作环境，让员工能畅所欲言。
If team members don't feel safe and comfortable speaking openly, or harbor
any worries about political blowback from speaking their minds, you're likely
to miss some very important things. There could be a hole in your boat, but
if people are afraid to call attention to it, you might never find out, and
the boat could sink.
假如团队成员觉得发表言论会遭遇讥讽，打压，政治力秋后算帐，可能团队已经出了大问
题。如同船壳出现漏洞，而船员害怕呼救，结果就是一起灭顶。
Don't let the boat sink. Don’t let holes go unpatched. Build an
environment where everyone can give and receive honest feedback without
getting defensive or political, and respect others’ right to do so.
Some very compelling validated management science shows that this kind of
"psychological safety" is essential for building high-performing, learning
teams.
不要让团队沉入水中，不要让忽视问题。建立一个成员可以分享心底意见而不会遭受责难
，反而会因为发言而受到尊敬的工作环境。
6. Great gamedev teams do everything they can to minimize turnover [1] and
avoid changing the team composition [2] except for growing it when needed.
This includes avoiding disruptive re-organizations as much as possible [3].
优秀的游戏开发团队会尽一切可能减少流动率，固定团队的组成，除非必须扩张。也尽可
能不要进行破坏性的打散重组。
7. Great gamedev teams resolve interpersonal conflicts swiftly and
professionally [1, 2].
优秀的游戏开发团队会快速且专业地解决人之间的冲突。
If you have to bring in outsiders to resolve internal conflicts, you have a
problem.
That's not to say all conflict is bad. Respectful, professional disagreement
– or “creative conflict” – should be embraced [3].
But confrontations, politics, and disrespect [4] should not. Foster
constructive politics and ensure that teams stay focused on attacking the
problem, not the individual.
假如团队必须透过外力才能解决内部冲突，那么必定问题严重。
并没有人说冲突是坏事。对事不对人的专业意见分歧，或称为创造性冲突，是应该被支持
的。
只有互相针对，政治性的，不敬的冲突是应该被阻止。建立一个创造性政治环境，确保团
队能持续解决问题，而不是互相攻击。
8. Great gamedev teams have a clearly-defined mission statement and/or set of
values, which they genuinely buy into and believe in [1]. This matters FAR
more than you might think.
优秀的游戏开发团队会清楚定义使命与价值，团队成员会对这些信仰买单。这可能比你所
想像还要重要。
If your team doesn't have a mission or doesn’t genuinely believe in the
stated mission, consider pulling the team together and rewriting your mission
statement.
假如团队没有使命感或对工作没有充满信念，可能要开会重新调整一下工作与任务。
9. Great gamedev teams keep the feedback loop going strong [1]. No one should
go too long without receiving feedback on their work.
优秀的游戏开发团队会强化及加速回馈。成员应该要从他们的工作成果得到立即的回馈。
As part of this, they also practice "no-surprises management" [2]. Give
IMMEDIATE feedback and ensure that team members always know how well they are
doing. If there are problems, don't ever wait for a meeting or a performance
review to bring them up.
关于此，照着良好管理的十二个基石的指引练习，给予立即的回馈，确保团队成员知道他
们做的成果。假如开发出现困境，不要等到会议或效能评估才提出。
10. Great gamedev teams celebrate novel ideas, even if they don't achieve
their intended result [1].
优秀的游戏开发团队鼓励创新的点子，即便那不在预期的结果之中。
All team members need the freedom to fail, especially creative ones.
Team members are more likely to experiment when they can see that the team
and the leads have their back. This experimentation is key to creativity,
and it's an absolutely essential part of building a learning, growing team.
团队成员都应该被允许失败，特别是有创意的点子。
当管理层级团队作为团队成员的后盾时，团队才会愿意实验新的创意。实验精神才是创意
的来源，也会造成持续学习与成长的团队。
The best teams understand that mistakes are opportunities.
At the same time, this needs to be balanced against the need to carefully
manage design risk (point #1 above). Keep the creative experimentation
focused on the right areas, especially on what's needed to complete the game
or resolve gameplay problems. Avoid wasteful design thrashing.
最优秀的团队了解危机就是转机。同时能够平衡地管理设计风险（请注意前面提及的第一
点）。持续在正确的范围内有创意的尝试，特别是在能够完成游戏及解决游戏玩法问题的
区域作实验。不要在错误的地方无尽的尝试。
11. Great gamedev teams hold each other to high standards for their
particular discipline (art, design, engineering, etc) [1]. Embrace
respectful collaboration – including code reviews, design reviews, art
reviews, etc. – as opportunities for learning.
优秀的游戏开发团队在不同职能（美术，设计，工程）间会互相砥砺。互相尊敬的气氛下
协同工作，程式码审核，设计审核，美术审核，等等。这会让团队互相学习。
12. Great gamedev teams build an environment of mutual respect [1].
优秀的游戏开发团队会建立互相尊重的工作环境。
Some compelling management research shows that employees who feel respected
are significantly more engaged. This engagement has a direct and measurable
impact on project outcomes.
很多出众的管理研究指出受尊重的职员会更愿意承担。勇于承担汇让专案产出产生直接且
巨大的影响。
Make sure this respect is maintained as professional dialogue even during
passionate disagreements.
Make sure that leads and managers set an example by respecting all team
members.
Ensure that respectful behavior is rewarded and disrespectful behavior is
swiftly discouraged.
Don't keep team members on board who are unwilling or unable to behave
respectfully. They will only poison the well.
确保在激烈的辩论中是为了专业的对话同时能保持互敬，确保管理层在打造尊重的环境对
成员立下典范。确保互敬的行为被提升，不敬的行为被阻止。不要让无法尝试尊敬他人的
员工持续在团队内。那只会将不良行为蔓延出去。
13. Great gamedev teams deal with personnel / HR issues on the team swiftly,
professionally, and appropriately [1].
优秀的游戏开发团队会小心，快速，专业，适当地处理人员的问题。
14. On great gamedev teams, everyone on the team is committed to making a
great game [1].
优秀的游戏开发团队应该让成员认为他们是在做好游戏。
15. Great gamedev teams empower team members by ensuring that their opinions
count [1].
Ensure that everyone is respectfully listened to and has a chance to change
your mind – especially if you're the boss.
优秀的游戏开发团队让成员认为他们的意见被重视。确保每个人的意见表达都受到尊敬。
每个人都有机会能够影响高层的决策。
16. Great gamedev teams estimate task durations as accurately as possible
[1]. This can be difficult, but has a significant impact on outcomes.
Re-estimating task durations on a regular basis to maintain the accuracy of
the schedule also seems to have clear positive benefits.
优秀的游戏开发团队会准确预估工作，即便不容易，但这会对产出有巨大影响。以固定的
周期重新预估工作，可以持续保持时程准确，也会造成清楚的正面效应。
17. Great gamedev teams strive to minimize internal politics and foster an
environment where political shenanigans are not acceptable [1].
优秀的游戏开发团队减少内部的政治问题，形塑一个不允许心机的工作环境。
Don’t let an environment of accountability deteriorate into a culture of
blame and finger-pointing.
Your team should be focused on making a great game, not one-upmanship or
internecine conflict.
Don't let anyone on the team deliberately act in a way that undermines anyone
else's efforts [2].
别让工作环境持续陷入质问的螺旋。团队应该专注在打造游戏，而不是互相比较，内部冲
突。别让团队成员故意贬低其他人的工作。
18. Great gamedev teams discuss failures openly [1]. This helps create an
environment of psychological safety.
优秀的游戏开发团队会公开讨论失败，创造充满安全感的工作环境。
Failed ideas can be the seed of successful ones. Sometimes a seemingly bad
idea can be inches away from a very good one.
When people to keep failed ideas to themselves, it’s a missed opportunity
and a possible sign of team dysfunction. Mistakes are an opportunity for
learning that should be shared, and knowledge hoarding comes with a very high
organizational cost.
失败为成功之母，有时候有意义的差劲点子可能稍加调整就会变为成功的种子。当人们把
失败的点子藏在心里，那可能会失去一个磨亮的机会，也可能是团队的沟通障碍。掩盖失
败即失去学习的机会，而培育知识的成本其实比我们想像的都来的巨大。
19. Great gamedev teams don't let any team members put their own priorities
above the collective goals of the game project [1].
优秀的游戏开发团队不会让团队成员把自己的需求置于团队的目标之上。
Team members must never put their own ego, their career, their need for
recognition, or their own sub-team or discipline ahead of the team. If any
of these happens, it's a sign of a deeper problem. Resolve it swiftly, and
if necessary, remove the team members in question.
Great teams hold one another accountable and call their peers out on actions
and behaviors that are counterproductive to the greater good of the team [2].
团队成员不该把自我，职涯，表现，或团队的内规投射在团队上。当这些发生时，就引起
潜在的问题。快速解决它，有必要的话要隔离有问题的团队成员。
20. Great gamedev teams value and utilize the unique skills and talents of
all team members [1, 2]. Make sure team members' responsibilities and job
roles are carefully matched with their particular skills and abilities.
优秀的游戏开发团队会赞扬且善用优秀才能的团队成员，让团队成员各司其职，在能力上
互补。
21. Great gamedev teams enlist all studio stakeholders in decisions to make
significant changes to the core game design or architecture [1].
优秀的游戏开发团队会在对游戏核心设计及架构有重要变动的决策时听取相关成员的意见
。
22. Great gamedev teams offer ample praise [1]. Don’t hesitate to call out
when someone does a task well.
优秀的游戏开发团队不吝给予赞美。别迟疑！
23. Great gamedev teams keep an open-door policy [1]. Everyone on the team
should have easy access to senior leadership to raise concerns, offer
feedback, or discuss personnel issues.
优秀的游戏开发团队不让讯息是私底下传递的，团队成员都应该能对资深人员展示关心，
回馈，或谈论个人事务。
24. Great gamedev teams ensure that all team members understand clearly what
is expected of them [1].
优秀的游戏开发团队让团队希望成员达到的目标清楚地被成员了解。
Team members' tasks should be well-defined and clearly specified [2].
It should always be clear what a team member is supposed to do, and who is
supposed to be doing what on the project.
团队的工作必须仔细定义，清楚可被理解，也就是团队成员该做什么，谁该做。
25. Great gamedev teams make the organizational structure and membership of
the team clear from the outset and carefully communicate any changes to that
structure [1].
优秀的游戏开发团队会在开始时让组织结构与团队成员清楚明白。当组织有变动时也要仔
细沟通。
26. Great gamedev teams ensure that all team members are well-trained in the
studio's production methodology [1]. They also make a deliberate effort to
continually hone and improve their production techniques throughout the
development process.
优秀的游戏开发团队会确保团队成员对制程有清楚的认识与训练。团队也会在开发中持续
磨练改进制程的技术。
Having said that, we see no statistically differences between agile, agile
using Scrum, or waterfall production techniques [2]. The only production
methodology that shows a difference is not having one: our study shows this
is disastrous for teams of any significant size.
There seems to be no universal right or wrong answer here. Pick the
methodology that you think will work best for your team and your project.
我们说过，我们找不出不同制程方法论之间的统计表征，其中包含敏捷，瀑布式开发方法
。唯一的有差异的就是不使用方法。显然这没有标准答案，为你的团队挑选一个最适合的
方法。
27. Great gamedev teams don't let important things go unsaid [1]. They point
out the elephant in the room.
And they ensure that team members have the psychological safety they need to
point out big problems and offer challenging feedback.
优秀的游戏开发团队不隐藏重要资讯，因为那些秘密其实都会被发现。确保团队成员对于
指出问题及接受回馈有安全感。
28. Great gamedev teams give team members opportunities to learn, grow, and
improve their skill set [1, 2], and they ensure that someone in the
organization encourages each team member to develop his or her skills further
[3].
Ideally, this should include both on-the-job development and access to
external training, coaching, and mentoring.
优秀的游戏开发团队会让成员有机会成长，学习，强化技能。确保团队鼓励每个成员持续
精进。理想中团队应该提供员工训练的机会，其中包含技能训练，专家与顾问。
29. Great gamedev teams ensure that their team's tools (both software and
hardware) work well and allow them to be productive [1]. They keep their
game engine running smoothly and their tool chain and asset pipeline running
smoothly at all times.
优秀的游戏开发团队会确保团队的开发工具（软件或硬件）到位。确保引擎，工具，资源
炼的整合顺畅。
30. Great gamedev teams give team members the authority to determine their
own tasks on a day-to-day basis [1]. They also ensure that the person
responsible for performing a task is involved in determining how much time is
allocated to it [2].
优秀的游戏开发团队会让团队成员能够以一个工作天为周期决定自己的工作。这会让员
工对工作产生责任感，也能让工作的工时准确被评估。
31. Great gamedev teams carefully manage technology changes in development
[1], especially large ones. Switching to a new game engine or making deep
changes to an existing engine can be very risky, and great teams take extra
care to manage those risks.
优秀的游戏开发团队在开发中会小心应付技术的改变，切换引擎这种巨大的决策风险非常
大，必须加倍小心处理。
32. Great game development teams involve the entire team in prioritizing the
work to be done for each milestone or sprint [1].
优秀的游戏开发团队在每次的里程碑安排工作时程时会让全部团队参与。
33. Great gamedev teams meet regularly to discuss topics of interest, ask
questions, and identify production bottlenecks [1].
优秀的游戏开发团队会持续开会，讨论议题，提出问题，观察制程的瓶颈。
34. Great gamedev teams hold team members accountable for meeting their
deadlines [1].
优秀的游戏开发团队会让团队成员能够对工作期限买单。
At the same time, they DON'T treat deadlines as matters of life and death,
and they don't crucify team members for missing a deadline. Sometimes
expectations aren't reasonable, or design features or new technology features
don't work out or take much longer than expected.
Avoid sacrificing team cohesion and morale on the altar of individual
deadlines. The former are worth far more in the long run.
也就是说，期限并非是生死交迫的危机，期限不应该逼死成员。假设期待是不合理的，或
设计目标或技术是不可能的，那么工期就必定超过预估。不要为了准时交付而把团队牺牲
。团队才是能够长期仰赖的资产。
35. Great gamedev teams foster an environment of helpfulness [1]. They
reward team members for asking for help and offering support to others. A
"sink or swim" environment will guarantee that everyone sinks in the long run.
优秀的游戏开发团队会营造互助的环境。鼓励成员呼救或提供协助。强者生存的环境长期
来说会让每个人失去热情。
36. It's a good idea to have some specs or design documents that describe the
vision for the game at the outset [1]. Although these can never replace the
work of careful, day-to-day design, design documents show a positive
correlation with project timeliness and goal achievement.
在专案开始时用文件把游戏的目标注记下来。虽然这些比不上持续的工作贡献，但设计文
件会显示出与时程及与目标达成之间的关联性。
37. Great gamedev teams genuinely care about one another as human beings [1].
Treating staff like robots is counterproductive and hurts ROI.
Don’t tolerate “brilliant jerks.” Or any jerks, for that matter.
优秀的游戏开发团队把员工当人看，而不是机械。踢走那些态度有问题的天才。
38. Great gamedev teams use individually-tailored financial incentives [1].
优秀的游戏开发团队使用以个人为基准的金钱奖励。
Financial performance incentives have surprisingly little impact, and they
ONLY seem to work at all when directly linked to indvidual performance.
Royalties appear to have no impact on outcomes. Incentives tied to team
performance or MetaCritic scores appear similarly useless. If you're going
to offer financial incentives, consider using Pay For Performance (PFP) plans
or similar individual performance incentives.
金钱奖金只能造成有限度的激励，特别是只有在以个人绩效为基准的评估下才有效果。忠
诚度高的员工不代表高产出。奖金也不会提高团队效率及网页分数。假如团队提供奖金，
试着以论件或类似的个人绩效的方式来激励员工。
39. Great gamedev teams – especially large ones – conduct code reviews,
pair programming, or peer-reviewed code checkins [1]. These showed a
positive correlation with schedule timeliness and meeting project goals,
especially for larger teams, and there’s significant evidence that they
reduce defects and improve a team’s programming skills.
优秀的游戏开发团队，特别是针对大型公司，会使用程式码审核，配对编程，或审核上传
的机制。这与时程与达成目标会有正相关，特别是对大型团队。对降低错误与增进程式技
术会有显著帮助。
40. Great gamedev teams recognize that even the best-laid plans sometimes
require adjustment. Any predetermined plan grows increasingly out-of-date as
a game project evolves. Most of the best teams in our survey determined the
priorities for each new milestone or sprint based on the current status of
the project each time [1].
优秀的游戏开发团队承认即便是完美的计画都会可能会变化，随着时间与开发任何计画都
有可能会过时。问卷中大部分优秀团队都在里程碑时以专案的现况来重新评估工作的优先
度。
Experience also matters enormously, but you probably already knew that. What
you may not have known is that it’s about as important as #36 on this list –
the first 35 factors we listed all showed a stronger correlation with
project outcomes than a team’s average level of experience.
有一个与清单上第三十六项一样重要的事：大家可能都认为团队的背景经历很重要，但你
可能不知道，比起团队经历，我们列出的前三十五个要项都与专案产出有更加强烈的关联
性。
Conclusion
Despite the inevitable risks involved in game development, the clearest
result of our study is that the lion's share of our destiny is in our own
hands. It comes down to a culture that consciously and deliberately fosters,
cultivates, and supports effective teamwork.
We spend enormous amounts of effort optimizing our code and our art assets.
There's no reason we shouldn't spend just as much effort optimizing our
teams, and we hope this study has pointed the way toward some of the tools to
help with that process.
结论
尽管在游戏开发上有必然的风险，我们的研究却有清楚的结论，那就是赢家才会主导命运
。那些文化是有自觉且刻意的培养，而且文化会带来有效率的团队合作。我们花费时间来
优化程式码与美术。没理由不花时间优化团队，我们希望我们的研究会帮助指出团队应该
走的道路。
The Game Outcomes Project team would like to thank the hundreds of current
and former game developers who made this study possible through their
participation in the survey. We would also like to thank IGDA Production SIG
members Clinton Keith and Chuck Hoover for their assistance with survey
design; Kate Edwards, Tristin Hightower, and the IGDA for assistance with
promotion; and Christian Nutt and the Gamasutra editorial team for their
assistance in promoting the survey.
For further announcements regarding our project, follow us on Twitter at
@GameOutcomes
"游戏专案为何成功"团队希望能感谢数百名现任开发者及前辈，让这个问卷研究能顺利进
行。我们也同时感谢IGDA生产力同好会的成员Clinton Keith与Chuck Hoover在问题设计
方面的协助；感谢Kate Edward，Tristin Hightower及IGDA协助推广此专案；感谢
Christian Nutt及Gamasutra编辑群对我们问卷的支持。对我们的进度有兴趣的话，不妨
追踪我们在Twitter上的帐号@GameOutcomes。