Ideo Redesigns The Dreaded Annual Review

No one likes annual reviews: They’re structured, overly formal, and they make it difficult to get real feedback that you can act upon. Here’s how Design firm IDEO helped redesign the process in a highly hierarchal and performance oriented setting.

Read article >>

** on HR, People Operations & Talent Management **
Written by Katharine Schwab, published by Co.Design

How to Level Up One on Ones with Your Team

Great one on one meetings have the power to transform a relationship between an employee and a manager. And by transforming individual relationships, we can evolve our team and organizational cultures as well.

Read article >>

** on HR, People Operations & Talent Management **
Written and published by NOBL Collective

Holding “Auditions” To Build a Strong Team

An approach to hiring that genuinely identifies real skill and fit will give you the best shot at assembling the right team. A candidate assessment that mimics the actual work the candidate must do to succeed will give you the best hiring ROI. Maybe it’s a trial; maybe it’s a presentation; maybe it’s a short-term assignment that can be done in an afternoon.

Read article >>

** on HR, People Operations & Talent Management **
Written by Matt Mullenweg, published on HBR

John Doerr On Why People And Culture Cannot Take A Back Seat To Business Execution

John Doerr, chair of the venture capital firm KPCB, has been a board member of Google (now Alphabet) and mentor to Google’s founders since the company’s beginning. Doerr sat down with Prasad Setty, Google’s VP of People Analytics & Compensation, to discuss the importance of People Operations and why companies should try to get clear on what the company’s culture is, because, Doerr says, “culture will allow your team, your people, yourself to make the right decisions more often and faster.”

** on HR, People Operations & Talent Management **
Watch 5 Minute Video, published by re:Work with Google

Why HR Must Take Risks, Not Manage Them

The best People and Culture / HR teams understand that people are not a fungible resource that needs to be attached to the real work – they are the real work. They understand that there are huge opportunities today to build competitive advantages in people. And they understand that to do so, the aim is not to minimize volatility and failures, but to maximize the opportunity for outsized gains.

Read article >>

** on HR, People Operations & Talent Management **
Written by Didier Elizinga, published on Culture Amp blog

The Woman Who Built Netflix’s Culture Did It With These 5 Things In Mind

Netflix and Patty McCord are famous for what Sheryl Sandberg called “the most important document ever to come out of the Valley”. It’s is a 124-page presentation about company culture that’s been shared almost 16 million times on Slideshare, called the “Netflix Culture: Freedom & Responsibility”.  The document is an essential read for everyone interested in building high-performance organizational cultures. Read the slides as well as this article, which outlines the essence and mindsets that build the DNA for Netflix’s way of running their organization.

Read article >>

** on Leadership, People Dynamics & Culture **
Written by Vivian Giang, published on LinkedIn Talent Blog

The ROI Of Investing In People And Culture

Investing in your talent isn’t just the right thing to do, it’s the smart thing to do. Life is better when work is more engaging, more rewarding, and more fun, and it just so happens that we can make a case for that philosophy from an ROI perspective too.

Read article >>

** on HR, People Operations & Talent Management **
Written by Maia Josebachvili, published on Medium

The biggest Lie In HR: People Quit Managers!?

Like most myths, the one that “people don’t leave companies, they leave managers” contains a kernel of truth. But organizations that believe the “leaving managers” myth really focus their attention in the wrong areas when they’re trying to address their retention problems. Here’s what organizations need to know about keeping good people: managers matter, but not nearly as much as leadership and development opportunities.

Read article >>

>> on HR, People Operations & Talent Management <<
Written by Didier Elzinga, CEO of Culture Amp, published on Medium

How To Hire The Right People

A typical job interview is little more than a social call with some predictable choreography. A conference-room meeting, a pristine résumé and the standard questions.  To really assess candidates for match with your organization you should come up with better ways for selecting the right people right.

Read article >>

>> on HR, People Operations & Talent Management <<
Written by Adam Bryant, published The New York Times

How To Improve Employee Engagement in the Workplace

The solution for improving employee engagement requires employers and recruiters to understand that disengagement stems from needs that are going unmet. It’s the company’s job to engage employees by creating a workspace that meets employee’s needs.

Read article >>

>> on HR, People Operations & Talent Management <<
Written by Paul Slezak, published on RecruitLoop