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.”
Growing from 50 to 500 to 5,000 to tens of thousands of employees is hard. Operating systems and processes that work in a 500 person company don’t work in a 5,000 company. The same is true of every growth spurt. Systems break down and stuff gets messed up. A well designed and implemented human resources organization can help. A messed up human resources organization will hurt.
Article by Fred Wilson, on AVC
Facebook conducts performance reviews every six months to formally collect insights from an employee’s managers and closest colleagues. These evaluations can be used to determine new responsibilities for an exceptional employee, which can then lead to a subsequent compensation discussion. But they aren’t used to decide that an underperforming employee should be fired, since managers would ideally not allow poor performance to persist until a formal meeting.
Article by Business Insider Australia
53 Min Video of Talk by Jennifer Dennard, Org Design & People Operations @ Medium
Now, more than in any other period in human history, people and their level of engagement in their work are the key drivers of an organization’s success. So, tomorrow’s winning companies will be the ones that are reinventing their HR Teams to become more deliberate, strategic, and holistic new People Teams.
If a company attends to its employee experience with the same level of discipline and intention that it does to its customer experience, the results can be seen across the board. Employees are more satisfied, companies enjoy higher employee retention and other benefits, and customers get better service. The keys to customer experience excellence show companies how to succeed in the employee experience as well.
One of the ways to damage a fast-growing startup is to not have an HR person. But when is the right time to bring someone on? What qualities should you look for? How can you preserve the company culture and energy that got you where you are — while still putting in place the processes that HR requires? Ben Horowitz and a16z’s head of technical talent Shannon Schiltz (Callahan) dive into the world of HR for startups. How does a good HR professional partner with a CEO? When you have to fire someone for the first time … how should it go down?
Research done by Amir Goldberg and Sameer B. Srivastava indicates that both cultural fit and enculturability do matter for individual career success (e.g., getting promoted or not getting fired.) But they find that employees with low initial cultural fit and high enculturability do better than employees with high initial cultural fit and low enculturability. Goldberg’s and Srivastava’s work suggests that firms should put place less emphasis on screening on cultural fit and points out the value of screening on enculturability.
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.