"Love it! Don't hire for culture "fit", hire for culture "add" - every person should ADD value to your culture. "
Sarah Cooper of The Cooper Review gives us five humorous charts on topics like why middle managers are called middle managers, meetings and email. On the latter she says, “As meetings grow longer and longer, workers will look to email to follow up on conversations, that will then be needed to be taken back to a meeting” - it’s a vicious (yet laughable) cycle.
As an Australian working in the UK, JR Thorpe has been “puzzled” by American workplace culture. She backs this up by citing that the U.S. ranks 27 out of 38 countries on the Organisation for Economic Cooperation and Development's Better Life Index so it’s “not just a personal bias.” While Thorpe admits that estimating the health of a country’s work culture is a “delicate enterprise,” there is a good starting point in “understanding how many hours per week people actually work, how employers and the state protect the rights of families, and how much time off workers are permitted.” After a little more critical analysis of work culture in the U.S. she presents Sweden, The Netherlands, Finland, France, and Brazil as countries with healthy work culture based on length of workweek, vacation time, maternity/paternity leave and work-life balance. Will this list inspire you to start packing a bag?
Culture Amp: Pros and Cons of Salary Transparency (8 min)
As an early employee of Buffer, Belle Beth Cooper received an email from her CEO that opened up the idea of sharing salary information - not just within the company - but publicly. Cooper explores some of the ways this made Buffer a more productive company and takes a look at SumAll, another company that has implemented salary transparency. SumAll’s CEO believes that “salary transparency is the single best protection against gender bias, racial bias or orientation bias.” Cooper also investigates the problems that can come about from implementing salary transparency too early or incorrectly. Overall she says, “salary transparency is aiming for: fair pay, and employee trust in that fairness.”
Paul Millerd hypothesizes on three trends that are driving the uncertainty around how organizations will evolve in the future. These are increased competitiveness, open talent networks (like Linkedin), and “dis-aggregation” - how technology will reduce the cost of doing business and challenge the idea of scale advantages. These lead into a discussion on the nature of “big” companies and how some of them try to survive by the “barbell approach.” Next Millerd predicts four factors of firms that will thrive in the future: process excellence, purpose-driven cultures, adaptive technology and agile teams. These points specifically are good pieces of thought for evaluating our own work and organizations.
According to Snapchat’s advertising page, “more than 60% of U.S.13 to 34 year-old smartphone users are Snapchatters.” Recruiting Social argues this and other facts make using Snapchat to recruit new employees a no-brainer. They created a geofilter (a specific Snapchat overlay that appears only in a certain location during a specific time period) to mark the celebration of their four year anniversary. Learn about their success and what you need: budget, design, and a Snapchat account, as well as seven steps for trying Geofilters out for yourself!
June 16, 2016 - Melbourne, Australia @ Henry & The Fox
June 23, 2016 - London, England @ Airbnb
June 28, 2016 - New York, NY @ LMHQ
June 23, 2016 - San Francisco Special Event: Inclusion Survey Launch @ Automattic Lounge. Join us as we celebrate the launch of this survey and hear from industry leaders, including Leslie Miley, Director of Engineering at Slack and Joelle Emerson, Founder and CEO at Paradigm.
June 29-30, 2016 - Tech Inclusion New York @ Metropolitan Pavilion. (Presented by Google for Entrepreneurs)
If you’d like to host a People Geekup in your city, send us a note! We'll be in touch.
For more Culture Amp news, check out our Culture First Blog, our Insights Blog and PeopleGeeks.com.