This is the fifteenth issue of Culture Amp's weekly email updating you on all the best #peoplegeek news around.
"Much of building a fulfilling workplace is forming culture that allows varying personalities and strengths to be valued and utilized."
It's all about hiring (about three mins each)
It's all about hiring this week with three interesting articles on the topic.
Mark Zuckerberg shared his number one hiring rule - he doesn’t just see you as a potential employee but also as his potential manager. He believed that flipping the idea of hiring someone as "your manager", as opposed to your employee, can aid your succession planning process.
Laszlo Bock has recently released his book called Work Rules about his time as Senior Vice President of People Operations at Google. He shared his tips to create your own self-replicating staffing machine of high quality employees.
Lastly, Eric Feng from Flipboard poses the question, are you as data driven about your hiring as you are about your product? He says the four key stages in the recruitment life-cycle are sourcing, screening, interviewing and hiring. As you progress through each stage divide by four - so if you source 64 candidates, 16 make it through to the screening process then four to the hiring process with one receiving the offer. He broke down the four steps and how to apply data to each of them. (He likes the number four!)
Forbes has released its list of top 100 companies to work for, which is an interesting read in itself, but we liked (and agreed!) with some of the reasons as to why some of those companies stood out. As pointed out in the article, some of the companies on the list like "Quicken and Riot Games, understand that employees need to feel inspired by their companies in order to feel engaged.” It was something we found and highlighted in our own recent Benchmark report. So how do they inspire their employees? Riot Games works with local nonprofits across their locations, encouraging employees to volunteer. Quicken Loans focuses on "strengthening Detroit", the city where it’s headquartered, donating millions in dollars and hours in volunteer work.
Research shows that less than half of the enterprise collaboration tools don't get used, according to research by Altimeter Group. It seems that many executives don't see collaboration and engagement as a good use of their time, so employees quickly learned that they shouldn’t either. Charlene Li, CEO at Altimeter, says there are three ways that leaders can become more engaged: 1. Listen at scale - a bulletin board or even an email inbox is better than no feedback loop; 2. Share to shape - share on social channels and be transparent; 3. Engage to transform - make sure you implement on feedback.
Grace Wong gives an account of what it’s like to be someone older in tech. By older she means someone in her thirties. "In the almost two years since I’ve been programming, I’ve heard and taken part in a lot of discussions about diversity,” she writes. "Almost all of the conversations have phrased the issue along race and gender lines and focused on the overwhelming white maleness of the industry. But you could easily add “young” to the list of characteristics that describes the monolithic norm in the high tech sector.” As Wong points out programming is something that people can take to without much time, if they have the drive and commitment (at any age). How might companies address the issue of ageism, so people like Wong feel they fit, without having to lie about their age?
When Deloitte started on the journey to revamp their performance management they encountered a staggering statistic, "we tallied the number of hours the organization was spending on performance management—and found that completing the forms, holding the meetings, and creating the ratings consumed close to 2 million hours a year.” Even worse, most of these hours weren’t going where they were needed. From here, Marcus and Ashley unpack their story on retooling performance reviews to suit the real needs of Deloitte employees. "Our question now is not 'what is the simplest view of you?' But, 'what is the richest?'”
CULTURE AMP EVENTS:
We have some great events coming up. If you're in SAN FRANCISCO, we have a future of HR discussion which we're co-hosting with Udemy on April 30. In MELBOURNE, we're hosting a cheese and wine night next Thursday to meet anyone interested in working with us.