This is the sixteenth issue of Culture Amp's weekly email updating you on all the best #peoplegeek news around.
"'Lead your company culture by hiring for culture first and skills second.' - @djgreer #WindInYourSails"
Did you know that female managers are themselves more engaged? Perhaps. Did you also know that female managers rank better on many key management indicators? And not just by a little, by a lot. In this article Victor Lipman sums up Gallup research that shows just how substantial this difference is: "Employees of female managers outscore employees of male managers on 11 of 12 engagement items.” Powerful ammunition to #changetheratio of managers in any organization. As Gallup concluded, "female managers in the U.S. exceed male managers at meeting employees’ essential workplace requirements."
Attracting the best (7 min 30 sec)
This is a clever post in that it acts both as an ad for positions at AppSumo and an insightful piece on attracting top talent. It does what it advises us to do. We wouldn’t advocate ‘breaking up happy marriages’ (based on the assumption that the best people are always taken in marriage and work), but we do agree with the advice here on building a culture that attracts the best. There’s some simple but neat advice, that can double up as tips for Tinder, including: 1. Attract people you already like 2. Look for people that already like you 3. Ask the best people you know for referrals 4. Make both your job ads and your about page sexy.
NY Times columnist David Brooks writes that there were two sets of virtues, the résumé virtues and the eulogy virtues. "The résumé virtues are the skills you bring to the marketplace,” says Brooks. "The eulogy virtues are the ones that are talked about at your funeral — whether you were kind, brave, honest or faithful. Were you capable of deep love?” Brooks wants to know how good people become that way, but his exploration comes back largely to our work life, and what it is we choose to do with our talents and time. He says we are always telling young people to be true themselves, to find their passions, but that "people on the road to inner light do not find their vocations by asking, what do I want from life? They ask, what is life asking of me?"
If you have the flexibility to work from wherever you want, what makes the perfect remote office? The Crew blog looked at three factors to help you decide - where you work, when you work and how you work. 'Where you work' looks at factors such as the best noise level for focused work versus creative work. 'When you work' means more than just the time of the day you work best, but also what other elements you need to integrate into your day to be effective. Remote employees also need to consider how much feedback and motivation is required in their role. The 'how you work part' should inform what working environment you need in order to decide the 'where' and 'when' components.
This firstround post discuses tech veteran Tim Howes' five dimensions of scale - "the five areas that engineering leaders need to nail if they want to be as effective at 50, 100 or 500 people as they were on day one.” These are people, hiring, organization, communication and quality. The piece deep-dives into every dimension with some great detailed advice. We liked this: "Watch out for the temptation to take your top coders and make them managers.” As Howes' points out: “They're different skills. The thing to realize is that management is about people, it's not about code."
EVENTS (roll up, roll up):
If you're in SAN FRANCISCO, we're partnering with Udemy to bring you this fantastic event on the future of HR. Register now.
If you're in NEW YORK, our own amazing data scientist and organisational psychologist Jason McPherson will be chatting about ways to stop people from leaving. Sign up here.