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#CompanyCulture презентация
Содержание
- 1. #CompanyCulture
- 2. We All Know A Great #CompanyCulture Is Critical To Business Success, Right?...
- 4. Every Fast Growing Company Has An Amazing Culture
- 6. But What Will They Do In 2015 To Make Their Cultures Even Better?
- 7. Let’s Take A Look At The #CompanyCulture Trends to Watch in 2015
- 8. Trend #1 Annual To Real-Time Feedback
- 9. Annual To Real-Time Feedback Annual and
- 10. Annual To Real-Time Feedback #1 How they feel
- 11. Annual To Real-Time Feedback #2 What’s frustrating them
- 12. Annual To Real-Time Feedback The world’s
- 13. Annual To Real-Time Feedback They use
- 14. Annual To Real-Time Feedback This leads
- 15. Annual To Real-Time Feedback Companies with
- 16. Key Take Away Do whatever you
- 17. Trend #2 Distributed Teams, Office Optional
- 18. Distributed Teams, Office Optional With collaboration
- 19. Distributed Teams, Office Optional Collaboration tools
- 20. Distributed Teams, Office Optional They use
- 21. Distributed Teams, Office Optional Translation: you
- 22. Distributed Teams, Office Optional This helps
- 23. Distributed Teams, Office Optional It also
- 24. Distributed Teams, Office Optional Not having
- 26. Distributed Teams, Office Optional Remember: just
- 27. Key Take Away Hire the best
- 28. Trend #3 Flattening Org Structures
- 29. Flattening Org Structures Most managers aren’t
- 31. Flattening Org Structures Companies like Medium
- 32. Flattening Org Structures That has no managers. Zero, nada, zip.
- 33. Flattening Org Structures It’s called holacracy
- 35. Flattening Org Structures Holacracy 101:
- 36. Key Take Away Removing hierarchy and
- 37. Want to be a more transparent
Слайд 9
Annual To Real-Time Feedback
Annual and quarterly surveys are being ditched in
favor of real-time feedback from employees that captures two things
Слайд 12
Annual To Real-Time Feedback
The world’s best companies want a constant pulse
on what their people are thinking and feeling.
Слайд 13
Annual To Real-Time Feedback
They use this continuous flow of information to
make changes and adjust their communication and management styles to be more transparent
Слайд 14
Annual To Real-Time Feedback
This leads to happier people who are more
engaged. They stay longer and do their best work.
Слайд 15
Annual To Real-Time Feedback
Companies with engaged employees outperform those without by
up to
202%
202%
Слайд 18
Distributed Teams, Office Optional
With collaboration tools like Slack, Hipchat, Bluejeans and
Google Hangouts people can work from anywhere and still be part of the conversation
Слайд 19
Distributed Teams, Office Optional
Collaboration tools are making an office optional for
the best companies
Слайд 20
Distributed Teams, Office Optional
They use their offices for (some) meetings and
more like co-working spaces with hot swap desks
Слайд 21
Distributed Teams, Office Optional
Translation: you can work from the office, but
you don’t have to
Слайд 22
Distributed Teams, Office Optional
This helps them hire incredible talent outside of
their immediate location
Слайд 23
Distributed Teams, Office Optional
It also saves everyone valuable commute time which
they can use to get more work done or spend with their families
Слайд 24
Distributed Teams, Office Optional
Not having to commute saves the average person
around 10 hours per week and improves their mood and happiness considerably
Слайд 26
Distributed Teams, Office Optional
Remember: just because people come into the office
it doesn’t mean they’re working or productive
Слайд 27
Key Take Away
Hire the best people wherever they happen to be
and leverage collaboration tools to help them work together
Слайд 29
Flattening Org Structures
Most managers aren’t very good at their job of
leading and inspiring their teams
Let’s Be Honest
Слайд 31
Flattening Org Structures
Companies like Medium and Zappos are experimenting with a
new org structure…
Слайд 35
Flattening Org Structures
Holacracy 101:
No people managers, maximum autonomy
Organic expansion - when
a job gets too big, hire another person
Identify issues, write them down, and resolve them systematically
Make everything explicit - from vacation policies to decision makers
Distribute decision-making power and discourage consensus seeking
Eliminate “stuff” that people worry about so they can focus on work
Identify issues, write them down, and resolve them systematically
Make everything explicit - from vacation policies to decision makers
Distribute decision-making power and discourage consensus seeking
Eliminate “stuff” that people worry about so they can focus on work
Слайд 36
Key Take Away
Removing hierarchy and flattening your company could have a
hugely positive impact on your culture
Слайд 37
Want to be a more transparent company?
StackHands helps you collect ideas
and anonymous feedback from your employees to make your company a better place to work.
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