This is the forty-eighth issue of Culture Amp's weekly email updating you on all the best #peoplegeek news around.
"A company's #culture & #leadership make people feel either more or less human. #WorkHuman #companyculture #corporateculture #newwaytowork"
Netflix is known for having great perks like high pay, family leave, and unlimited vacation, but what does it take to get into the popular streaming company? Cindy Holland, VP of original content at Netflix, says she is less interested in where you went to school or where you previously worked, and more interested in what you’re passionate about. She tells the NY Times that she will start an interview with “Do you have any questions for me?” A question that is usually reserved for the end of the interview, but gives her a good idea of what kind of candidate she’s interviewing.
Buffer reorganizes pay (2.5 min)
Buffer, a company known for transparency, has given its open pay formula a bit of a redesign. The company now employs more than 60 people, and had to give the compensation chart (which anyone can read) an overhaul. It now has what the company calls a “Good Life Curve” which takes into consideration more than just cost of living changes. “Our previous formula took into account the cost of living in a city, but not the market rate. […] The new formula now includes an elastic part that adjusts to the cost of living and market influence of salaries for different roles,” says Buffer.
Research from Indiana University and Columbia Business School suggests that when people travel, their minds broaden and are more creative. Many companies are taking note of this and allowing employees to tack on a few extra personal days to a business trip. In addition to mental health benefits to the employee, the company could also find there can be savings in airfare, as well as tax benefits in business-vacation trips.
Y-vonne Hutchinson, a former international rights lawyer and founder of ReadySet, writes about the new industrial revolution taking place and how now is the time to take action in hiring more diverse workers in the tech world. She notes the recent news of tech giants having low diversity numbers. The problem, she says, is “lack of access to a dominating industry, impeding advancement and economic growth.” To address the problem, Hutchinson suggests rapid prototyping when it comes to diversity. This means “a quick, iterative process through which ideas are planned, prototyped, and validated by a broader team of users, stakeholders, and designers.” Radical change requires radical solutions, she says.
Lindsay McGregor and Neel Doshi suggest asking three questions when developing your company culture: “1) How does culture drive performance? 2) What is culture worth? 3) What processes in an organization affect culture?” They found people work for six different reasons: play, purpose, potential, emotional pressure, economic pressure, and inertia, and that the first three help make a better culture, while the last three hurt it. To help keep good culture on track the authors suggest, “Senior leaders can build and maintain a high-performing culture by teaching managers to lead in highly motivating ways.”
Chicago: Due to the success of our first people geekup last month we are excited to head back to Chicago for #2 on Wednesday, December 9th. Come ready to share a cocktail and some stories with fellow People Geeks. We’ll have some people there to share stories from the Culture x Design conference in NYC.
New York: After our Culture x Design conference in October this will be more of a casual mixer on Dec 10th. If you attended, this is a chance to re-connect with some of the attendees. If you weren't there this is a chance to meet and hear some of the stories. Be sure to check out our vids from the CxD conference!