Joris Luijke has lead the People Teams of fast growing software companies including Atlassian, Squarespace. Now, he is the cofounder of Pyn.
Seth Godin explains that many organisations or people have great ideas. If you get your idea to spread wider, you will win (even if your or idea is similar to your competitors). Hiring is no different. You have to get your ideas to speak and reach a wide audience in order to attract the best. Our goal is that ‘every software engineer find out about our jobs’. We realized that with our small team we couldn’t rely on direct search, nor do we have budget for large scale advertising.
A while back, Google organized regular lunchtimes sessions for staff. Some of them are real gems.
During one session, Marshall Goldsmith gives people managers some excellent tips on how to be a better coach. Settle in and watch the whole thing! It's definitely worth it.
I hate manual repetitive tasks that don’t add value to the work of our team. Unfortunately, in HR, there are many. In the past, we’d run around manually adding information on various HR systems, notify IT, update managers on recruitment stats, new hires, and the list goes on and on. That’s why we’ve been working on ways to automate these processes. And there are some pretty cool systems with great WebAPIs.
Would you ever want to understand how people in your organization feel and how this changes over time as our processes and business change?
One of our Product Managers and our Talent/HR team partnered to develop the Mood~App Ipad app. A few times per week, Ipads are positioned at all the exits of the buildings globally.
Peer recognition is probably the most rewarding and most essential way to reinforce excellence. Often traditional recognition models may have been developed to do so, but they sink in it's own heavy weight. The practise of allowing people to nominate someone for a quarterly award just didn't catch on. Instead of having a heavyweight program, we introduced a lightweight 'Kudos' model which constantly reinforces great work and awesome behaviours without needing explicit direction or acknowledgement from the top. Something to consider it to simplify the process to boost peer to peer recognition.
Do you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements?. Keep reading... Let us be your guinea pig! Our organisation has conducted an open review of our new performance review model for everyone to see.
