This is the thirty-third issue of Culture Amp's weekly email updating you on all the best #peoplegeek news around.
"The best founders are always very responsive. I used to wonder why. It indicates decisiveness, focus, intensity, ability to get stuff done."
There is lot of hype surrounding the announcement of Google’s new parent company name Alphabet. Larry Page says the company is functioning well and the reason for the infrastructure change is to focus on internal development possibilities, as well as provide more growth opportunities for existing managers. TechCrunch writer, Josh Constine believes the true underlying reason for this change is the fear of falling short on the talent spectrum. With talent competition on the rise, Google has been forced to reevaluate its growth techniques in order to stay in the game — a “Game of Thrones” strategy as Constine describes it.
Performance reviews via Slack (3 min)
Gerard Ramos of Revelry writes about how the company had avoided adopting any sort of official performance review. Up until recently reviews at Revelry consisted of a chat over coffee. The company decided while a performance review can be powerful, traditionally, they're unpleasant. As a result Revelry decided to create a different way to review each other, in a peer to peer method, rather than from the top down, and by utilizing an app they were already using - Slack. By using Slack’s programming capabilities, they were able to create a system to collect data for anonymous performance reviews.
Employee engagement can be boiled down to a system of shoves and tugs. Forbes contributor Mark Murphy explains how 'shoves' are things that make workers want to leave and 'tugs' are things that make them want to stay, but one does not necessarily counteract the other. He uses the analogy that pain and pleasure are not opposites. The opposite of a shove is not a tug - in other words, something that makes an employee want to leave can’t be overwritten just because it’s something that makes an employee want to stay. Another example is how a manager might see his engineers working tirelessly to meet a deadline and offer to take them out for a team getaway, when the last thing the engineers want to do is spend more time with coworkers, wasting time, not working on the project.
Tech start ups and amazing perks go hand in hand. When you’re competing for top talent it can be hard to differentiate your organization when things like free food are more of a requirement than a perk. But what if you’re not a well known organization or have millions to spend? Smaller organizations have the ability to get creative with their perks and offer smaller incentives that can still show that you care about the things that matter to your employees. Perks like paying employees' phone bills means one less bill each month to think about, or offering business accounts on a service like Lyft which saves your employees time and money.
Gender diversity (6.5 min)
It’s one thing to increase the pipeline of women wanting to pursue a career in STEM, but quite another to focus on retaining women you already have. Here, Belle Beth Cooper looks at how companies are still failing on this front (quoting some Culture Amp research on the subject). As Cooper points out, "in some cases, the differences between male and female priorities at work are striking, which is important to know as we adjust our cultures to respond to the needs of men and women.” This is particularly important when it comes to encouraging women to stay, who may be looking elsewhere for opportunities. "For women, salary is the 26th most important retention driver, whereas for men it ranks as the third most important,” Cooper writes. "This doesn't mean women don't care about their income - and salary parity is something we should focus on to improve gender equality within our companies - but it does show the contrast in how much men and women care about the same things.” It begs the question about what other differences exist between the way workplaces are set up, that service one group over another.
The who's who of HR in San Francisco are all heading to our first official People Geek Up. Only a handful of tickets remain for the San Francisco event tonight. Make sure you RSVP here so you don't miss out.
If you are based in New York or have colleagues on the East Coast then we also have some tickets remaining for our East Coast People Geek Up this Thursday evening. No formal agenda, no speakers or presentations, just a chance for you to make connections with the people geek community.
Great People Analytics teams aren’t hired or built overnight. In this webinar on August 20, Culture Amp’s Steven Huang, the first HR Analyst at Facebook (2011) and Square (2014), will guide us on how to build analysis with existing data and Excel: no data scientist or visualization tool needed.