The key to manage your time and maintain positive and resilient relationships with your co-workers lies in communicating preemptively, setting expectations and norms, making people part of the process, and finding structured and creative ways to problem solve together.
When we spend our energy frantically chasing productivity, we refuse to take real breaks. Truth is, there will always be an endless list of chores to complete and work to do, and a culture of relentless productivity tells us to get to it right away and feel terribly guilty about any time wasted. But another view is that a life spent dutifully responding to emails is a dull one indeed. And “wasted” time is, in fact, highly fulfilling and necessary.
Written by Olivia Goldhill, published by QUARTZ
It’s hard to hire your first employee, it’s hard to hire your 50th employee, and it’s still hard to hire your 500th employee. If you’ve read anything about hiring best practices, you’ve probably read about hiring for culture fit. This isn’t an article about convincing you to hire on the basis of culture fit. This is an article on how to actually do that.
Written by David Walker, published on Inc.
What has enabled companies such as Apple, Amazon, Facebook, Tesla, and Google to achieve global market dominance in just a few years? Some people attribute the successes to strong, visionary leaders with an almost dictatorial approach to the topics they find important, such as design, strategy, or experimentation. Others claim that it is their creative, self-organized, and self-managed teams that build the most successful products. In this post Jurgen Appelo describes why he believes it’s a dynamic mix of both.
Written by Jurgen Appelo, Author of Management 3.0
Dedicated, diligent employees are essential for any workplace, but often the working culture of companies asks for more — boards and management want the employees to become workaholic, singularly obsessed with achieving the company’s mission. Recently, Blake Robbins, an associate at the venture capital firm Ludlow, gave voice to such experiences, daring to challenge the culture of workaholism that pervades the startup world. His tweet unleashed a hot discussion on the web.
Written by Rebecca Ruiz, published by Mashable
For startups, so the mantra: team matters. Is this philosophy exaggerated? Overrated? Cliché? According to successful entrepreneur and VC at GRP Partners Mark Suster the answer is a clear no. Team is the only thing that matters. In this post he outlines his thinking and tips around hiring and recruiting the great talent.
Written by Mark Suster, published on TechCrunch
Effective and efficient decision making is crucial for business performance. The common approaches of either top-down, authoritarian decision making or decision making based on consensus often don’t function as an ideal practice for fast moving and rapidly changing organizations. But there is an alternative. More and more organizations experiment and establish methods of decision making where authority is distributed to higher degree throughout a team or organization. It is often referred to as the advice process.
Written and published by Corporate Rebels
This article talks about the reasons why a strong culture—whether it’s depressing and gloomy or happy and uplifting—is better than no culture at all and why hard-driving management with high expectations can be better for a growing business than a loosely defined set of values.
Written by Vivian Giang, published on FastCompany
Remote work ranks up there with one of the coolest perks a company offers. But making remote work successful requires effort on both sides. This article presents a checklist with the key components that make remote work possible.
Written by Jeremy Cothran, published on Small Improvements Blog
One of the most difficult things companies face when they begin to grow is how they can continue to maintain their culture, in spite of a high influx of new employees. This article by Impraise presents 5 ways to institutionalize feedback into the company in order for it to stick and continue as a cultural strength of the organization.
Published on the Impraise blog