Prepare for 2016: Culture Blueprint
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Learn how to measure and build a truly sustainable culture and catch a sneak peak of our upcoming Culture Builder Bootcamp in San Francisco.
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Prepare for 2016: Culture Blueprint
- 2. 11/11 @11: a moment for our veterans
- 3. • Lay of the land: Culture today • Pour Your Foundation: Key elements of a sustainable culture • Take Your Measurements: How to Measure Culture • Start Building: Culture Builder Bootcamp [Dec 9-11, SF] • You time! Ask us anything Our hour Set your culture up for success for 2016
- 4. • Questions? GoToWebinar tool bar, anytime Ask or share anything! We want to get to know you : ) • More questions? Tweet! #happyculture Get your bearings Is this thing on? YES! We’ll share this preso, we’ll tell you how at the end : )
- 5. First name Where are you joining from? What’s one thing you love about your culture? Type it in the question box Let’s connect.
- 6. Lay of the Land Culture today
- 7. Culture is HOT $720M yr spent on engagement US, to grow to $1.5 billion.~ Bersin & Associates
- 9. The conversation we’re having CULTURE What is the value of culture What are the best companies doing Why does employee happiness matter What is culture
- 10. Where is culture CULTURE Leadership Managers Recognition Values Behaviors Vision Communication Policies What’s said What’s not said Ops Personal Values Recruiting Onboarding Growth Connect Perks Office Space Purpose Brand
- 11. But some parts get more attention Perks
- 13. Started as a book in 2010…
- 14. Today… culture consulancy 39% MONTHLY SALES 92% UNPLANNED ABSENCE 250 COMPANIES 30 COUNTRIES – TOP 20 FASTEST GROWING E-COMMERCE COMPANY
- 15. The Good Jobs is an employment branding tool to attract & retain employees who fit your company culture.
- 16. The Good Jobs
- 17. The Good Jobs The Good Jobs™ Culture Badges help to build awareness and differentiation based on culture.
- 18. The Good Jobs Source: The Good Jobs asked 1700 active + passive candidates October, 2015 97% crave culture! (communicate it!)
- 19. Pop-chat question! How strong is your culture foundation today? 1 – It’s structurally sound, needs minor tweaks 2 – It’s outdated, needs a full tune up 3 – It’s a total tear-down, needs to start from scratch
- 20. Pour your foundation Key elements of sustainable culture
- 21. Quick review- our foundation Aristotle Maslow Martin Barbara Shawn UCBerkeley
- 23. Zappos Core Values 1. Deliver WOW Through Service 2. Embrace and Drive Change 3. Create Fun and a Little Weirdness 4. Be Adventurous, Creative, and Open-Minded 5. Pursue Growth and Learning 6. Build Open and Honest Relationships With Communication 7. Build a Positive Team and Family Spirit 8. Do More with Less 9. Be Passionate and Determined 10. Be Humble Unique, Lived, Co-owned, Guidelines
- 24. Integrity • Follow through with what you say you’re going to do • Only say things to others that you will say to their face
- 26. PROMOTION 18 Months PROMOTION PROMOTION 6 Months 6 Months 6 Months Happiness: Sense of progress
- 27. Happiness: Sense of control
- 29. Zappos Higher Purpose: Deliver Happiness Higher Purpose at Zappos
- 30. The DH Model These elements in action, in our systems • Marketing & Brand Design • Group Meetings • Feedback, Evaluations • Benefits, Perks, Incentives • Learning & Development • Rewards/Recognition • Hiring & Onboarding • Org Structure • Product/Service Design • Internal Communication • Physical Space & Décor • Impact Strategy/CSR • Company Events
- 31. System: hiring 10. Be humble
- 32. The DH Model For a sustainable, happy culture
- 34. Elevating the culture conversation With data!
- 35. • 69-item assessment powered by DH • Scores represent percentage of respondents with a favorable rating Culture Sustainability Assessment
- 37. Values & Behaviors 85% | I live my life in ways that reflect and support my personal core values. 61% | My organization has done a great job communicating which explicit behaviors I can do to live out our organizational values. “I really don't have a good grasp of how leadership is connecting the core values to the daily work.” 72 73
- 38. Happiness score 80% | I live in, and embrace, the present moment. 67% | My colleagues live in and embrace the present moment. “A lot of multi-tasking, quick to shift gears, focusing on many things at once.” 72 78
- 39. Purpose score 78% | I understand how my work helps achieve our organization's higher purpose. 51% | I know the personal higher purposes of most of my colleagues. “This purpose needs to be elucidated and held as the overall strategic umbrella to all business decisions -- currently is not ” 72 70
- 40. Systems score 81% | Customer service 61% | Feedback and performance reviews “All built in consultation with our customers. This is why they like the services so much--because they had a hand in designing the program.” 72 6878
- 42. Ordering takeout? + Sustainable Culture drives business success. Individuals with a Culture Sustainability Score of > 80% (about ¼ of you) have higher productivity and retention scores. + Leadership buy-in matters. Those organizations with leaders who embrace culture have significantly higher Culture Sustainability scores. + This group is passionate about culture (> 90%) and doing a good job (78%) of applying happiness principles (control, progress, connectedness) and habits (gratitude, altruism, mindfulness, optimism and flow). 72
- 43. Ordering takeout? - You are not measuring and tracking your culture (50%). - While you are individually purpose and values driven, your organizations could foster more communication around the personal purposes and values of your colleagues. - Though you’ve done a decent job at defining your culture, there should be more focus more on embedding it intentionally in the organizational systems, which is your lowest scoring element. 72
- 44. Pop-chat question! Are you measuring culture? 1 – Yes! We want to know where we are. 2 – I guess we could, but not sure how. 3 – Not at all. I don’t even know where to start.
- 46. You’re invited! Dec 9th-11th • Interactive [and highly fun] 2 to 3 day experience • Full foundation for building a values-based culture • Accessible and scalable way to get your culture ready!
- 47. Dec 9th-11th in San Francisco
- 48. Day 1 dhworld.me/culturebootcamp • Private Jenn Lim keynote • Personal & Org Values & Higher Purpose • How to align for impact • Assessment results • Evening public panel with local culture innovators
- 49. Day 2 dhworld.me/culturebootcamp • Culture Field Trip! • 3 Levers: progress control connectedness • Guest speaker • Your culture action plan • DH Culture Builder certificate
- 50. Day 3: deep dive! dhworld.me/culturebootcamp • Deep dive for serious culture builders • High coach to guest ratio • Culture inventroy checklist • Culture initiative building • Your culture roadmap, approach, challenged
- 51. Join us :] $500 off for you! Through Nov20th. CULTURE2015 bootcamp@deliveringhappiness.com dhworld.me/culturebootcamp
- 52. 2016 is around the corner… How will you change your world? #happyculture
- 53. What is one thing you will do? #happyculture
- 54. sunny@ deliveringhappiness.com Thank you! QnA. Betsy Sunny Brad brad@ deliveringhappiness.com betsy@ thegoodjobs.com
- 55. Below the perks Relieve stress | Why? | | Why? | | Why? | healthier We value health Stay for lunch | Why? | | Why? | | Why? | Work more We’re a work hard culture Connect | Why? | | Why? | | Why? | Collaborate Innovation Play together | Why? | | Why? | | Why? | Bonds Better teamwork
- 57. Delivering Happiness Culture consulting using the science of happiness and best practices
- 58. 30 CINEMAS ACROSS THE COUNTRY “COOLEST MOVIE THEATER IN THE WORLD” – CONCEPT OF HIGHER PURPOSE WAS NONEXISTENT, WE WORKED ROBOTICALLY WITH OUR VALUES AND MISSION. THE EXEC ALIGNMENT SESSION WITH DH CHANGED IT. Building Sustainable Culture
- 59. GOVERNMENT OF DUBAI Launching happiness in Dubai, starting with the Prime Minister’s Office Building Sustainable Culture
- 60. Connectedness 1 entrance PEOPLE WITH A GOOD FRIEND AT WORK ARE 7X MORE ENGAGED
- 61. System: performance management • FEEDBACK & COACHING • THE MORE OF YOURSELF YOU BRING TO WORK, THE MORE OF YOURSLEF YOU HAVE TO GIVE
- 62. How.. Roadmap to sustainable culture
Hinweis der Redaktion
- START 30mins early – meet in webinar At 5 min before- round robin what are each of our intentions? Virtual hands in Sign up question ideas: what's the one obstacle in the way of getting your culture in shape? Where is your culture weak spot? How are you approaching culture in 2016? What do you think your culture really needs to get in shape?
- WELCOME! Hello & connect GOALS- welcome, comfortable, energy, two way conversation, real, human
- Here’s what we have in store for you this hour together… so you know you’re in the right place: ) With the new year around the corner it’s time to start thinking about how to set up your best culture What creates a truly happy, successful, and sustainable culture? Wis your blueprint for creating your best culture? How to measure it- reveal your culture to itself for an authentic starting point to continue to build your best culture in 2016
- Don’t want a one way street, want to hear from you too! We’re big on connection, one of the elements of happiness at work. GoToWebinar has a polling feature which we will be using – it’s a bit clunky, so it will look like we disappear but I PROMISE we’ll just ask you to share your feedback and vote – AND then, we’ll share results and return back to the slides. Also, throughout the presentation, we’ve asked a few members of our teams to help with your questions and Tweets, so please engage with us. We would love to hear what you’re thinking for the next hour. for the next hour. Oh, and! We’ll share the ppt with you too. Fyi so you know for your organized note-taking side… we’ll share how in the end
- We want to get to know you and make it as interactive and dynamic as we can In fact we don’t even like word webinar as it’s come to connote a flat, one way conversation Think of it as a WoW-inar / Conenctinar What’s one thing working about your culture? Gonna talk about what’s not later, but we’re all about building on positives ------ Hosts: talk to each other, call out callers, make connections! ie i lived there one summer, my parents are there…
- Culture is HOT right now.. Just google culture, see everyone getting in on the conversation From the topic of culture being a hot topic, to the value of a happy culture, to remote cultures Culture is no longer a curiosity of a few risky leading companies, it’s a robust conversation And yet….
- Yet… this is who’s still predominantly showing up to work in the world. That’s right, uncle Milton! You think this isn’t you, none of us want to be miton But this is 9 in 10 of us, almost every day this is someone in the office next to us And there’re days this is us -------- And it’s costing us $550B – 550,000, 000,000 =9- ‘0’s! ----- 71%(2012/13?) >> 67% (2013/14?) US workforce It’s getting better but still big problem And big gap between what we know about happiness, and what we’re doing about it
- We’re having the conversation and this number is getting BETTER in the US we’re at 67% disengaged But there’s still a gap- why? We’re having some good conversations about culture- evolving nicely- such as….
- But also part of the conversation has to be WHERE is culture found And how do you create an enduring, authentic culture (next level of conversation for many org’s) It’s everywhere! [read some…]
- It’s everywhere! But some areas get all the attention- ping pong, dog walking, lunch Perks are great but on their own they can be superficial, about quick fixes, They work when they support a deeper foundation That’s what we want to talk about this hour, how to (re) build your foundation for 2016 To do that we need to go deeper into the motivation and drive And make sure we’re addressing it from a more foundational level Once you do, and you have that foundation set, you can have fun testing and building on top of it, in so many ways in 2016 --- but it's something deeper than that, those are just a few elements that contribute to the culture- in sea of things:from management to food offered to office environment to policies, philosophies, values, behaviors ----- In many cases it’s about the quick fixes, superfacial things to address immediate problems (think attraction, retention, productivity) Adding the easy things: ping pong, beam bags & salad bars Things that can beautifully help define a cullture (think zappos, FB, google) when they’re built upon an intentional foundation But there has to be a deeper WHY or intention of them Ie great you have salad bar free lunch! It’s the why that matters and can define your culture. Is it because you want employees to stay and work lunch? Then you’re defining a culture of commitment, work hard play hard, etc. Or is it so emp’s can connect with each other, and form more meaningful relationships? And your culture is more about connection, teamwork, collaboration. To define a culture by DESIGN not by DEFAULT you have to go beyond the bean bags and under the salad bar. The why matters! The result we’re seeing is short term culture gains. The impact of ‘oh cool perks maybe ill work there!’ Sustainable culture is much more than bean bags and casual fridays Not just set it and forget it, and not easy or everyone would have great culture About values & attitudes in action, about how ppl live it And about the WHY behind them ---- If your’re not intentionally evolving your culture, is it evolving you? get curious.. what stories are ppl telling, what values are they living? ask, what are you really rewarding and reinforcing? Not in policies, but in behaviors? Sometimes its just a matter of allowing it..
- Like tony did with zappos, which was a huge part of their success.. From that foundation they never stop innovating and layering.. 0-2B by focusing on their culture on deeper level, at the root they focused on happiness --- How do we really want our culture to motivate ppl, toward being the best in customer service What are the deeper levels of motivation we need to build to sustainably be a culture of great cust service When you do establish a thoughtful foundation for your culture, and build it on the deeper level of what your culture is about and how you want to define it and motivate ppl… it does take longer, more of a commitment, but the results speak for themselves! (zappos $0-$2B 10yr*gross merch sales)
- For those of you who aren’t familiar… From z’s success, tony n jenn produced the book in 2010 About how every company has a unique culture and how happiness can be applied to business Became best seller in 20 languages, turned into a bus tour, movement… Then company DH a year later… ----- Before we dive into the presentation – I want to talk about what inspired me to be part of the Delivering Happiness movement In 2010, the CEO of Zappos, Tony Hsieh, wrote a book called Delivering Happiness. The book inspired me. It made me think about how EVERY COMPANY has a unique culture. It’s not about being Zappos – it’s about Zappos example to be authentic. The Good Jobs was created to help companies to be really transparent about their culture so job seekers can get an insider’s view of that company – through the lens of culture. Delivering Happiness and The Good Jobs collaboration was inevitable!
- Since 2010 (book) or 2011 (DH co) we’ve worked with 250 co’s in 30 countries These are some of the co’s… And we’ve seen results like these… We’re excited to share some of that with you today! ---- Aug 2011 DH the company born
- We created The Good Jobs to help companies to ATTRACT great talent like you. Most companies share their cultures AFTER you start working there. We think that’s backwards. The most successful employers need to share all the great stuff they do for their employees and their community BEFORE someone applies for a job – it’s the only way you’ll know if you will be a good culture-fit. Some companies already do this – companies like Zappos and Google invest in building unique cultures – but every company has a unique culture – just most don’t communicate it. The Good Jobs is changing that.
- We work with companies of all sizes to help them to leverage culture as a way to attract great talent.
- We work with companies of all sizes to help them to leverage culture as a way to attract great talent.
- We work with companies of all sizes to help them to leverage culture as a way to attract great talent.
- To get your culture ready for 2016 and we first need to build a strong foundation Focusing on the key elements.. Let’s look at those!
- (30mins) Before we jump in what’s the our foundation for these elements we’re about to share? From principles in the book > what we learned on bus tour > Taked to studying pos psych research from aristotle to maslow to martin > barbara > worked with shaun > newcomers like GGSC= leading center to study emotions at UC berkeley From these sources put together key elements for unique sustainable culture in a model… dh model…
- WHAT: Key ingredients to a happy, sustainable culture We’ve learned that the key ingredients for a Happy ME and WE are surprisingly exactly the same: FOUDATION: Values + Behaviors the things you stand for and the actions you need to back them up this is a foundational element to get the culture right note the word behaviors, the values have to be lived, in action for them to influence culture
- Main tool to DEFINE culture… way to encode the culture in the DNA core values – offered concrete way to create, build and train on culture but still allow for culture to grow organically, and ppl to be happy, instead endless rules Should be unique (google test!) able to use as guidelines for decisions lived in the talk n walk & co owned & measured (measure what we’re serious about) ie #1 wow measured in cookies & flowers sent to customers, if wowing should be sending
- Values are just words on a wall, unless they’re lived Defining behaviors clarify core values provides clear path to live value, and to measure living the value --- Clarify value, clear path to live Allow org to measure progress toward living them Recognition and coaching tool for peers, leaders Examples for a PT chain we worked with- 2 of their values – Fukuji and Lum PT, HI
- LAYER IN: Science of happiness The skills and habits that research shows demonstrates make us happier and more successful Progress, control & connectedness as core focus here, use them like levers to apply to create happier culture Add in most highly researched happiness habits things like gratitude optimism and flow
- Z’s merchandising team… came in, 18months to ASSISTANT BUYER, so far off didn’t feel sense of progress Broke it up into 3 small promotions, with celebration at each stage Didn’t cost anything, found emp’s lot happier feeling they were moving toward goal IS NOT ONLY ABOUT HOW MUCH YOU WORK BUT THE SENSE OF ACHIEVEMENT & EVOULTION
- At z’s can decorate desk with anything! Can even drink at work. But nobody gets drunk. STRONGER THE CULTURE THE MORE PPL UNDERSTAND THE GUIDELINES, THE MORE FREEDOM CAN BE GIVEN TO ACT WITHIN THOSE
- Higher Purpose – being part of something bigger than ourselves, connected to something larger Deepest why, a north star, a reason for being to guide not just culture, decisions as well So key and so well researched it’s practically common knowledge, but it’s not commonly applied
- Zappos is a great example of an org. with a higher purpose- beyond self, profits Their purpose of Delivering Happiness is on every box! This connects the product and employees to a higher purpose. Take it seriously, it is their job.. Not just selling shoes they are DHing…Sunny story… Zappos staff encouraged to Deliver Happiness to customers via hand-written thank you cards, videos, flowers and cookies. This takes extra time and money, but because it carries out the Zappos higher purpose they do it anyway!
- Ie zappos embeds 10 cv’s in hiring system- even CV10 how do you measure that? can’t ask (I am soo humble!) ..so ask shuttle driver…[pic]
- When you have these elements working together, in your systems, ops and behaviors, you have a WoW culture Alignment Alignment is the element that allows the individuals to operate within the team as their full self with autonomy but under a common, shared code (like a flock of birds flying as individuals but together) Talking points on how the model works The foundational elements of happiness already exist inside yourself and inside your organization; your job is to uncover them, identify them, and intentionally live them To bring these elements to life, Individuals and organizations both need self-awareness so they can define who they are and then tactics so they can fully bring that best self into the world on a daily basis. If you use these three ingredients to help individual employees (ME) and your entire org (WE) be happy, you have a WOW culture - gives your org a competitive advantage and maximizes Profits.
- We here at DH aren’t the only ones that think values are important. You may have heard a famous guy named Ghandi. Right, THAT Ghandi. Here’s what he had to say about values: [READ Quote] So Ghandi believed that our thoughts, words, actions, and habits all amount to what our values are, and that our values determine our destiny! Pretty intense stuff, huh?
- We’ve seen one of the challenges in culture is to actually elevate the level of the conversation to the level it get adoption. We’ve done a lot of work with a number of you on how to have strategic culture conversations. Often the best way is through qualitative and quantitative data. Using quantitative and qualitative data can be a huge help in starting these converstaions We’ll use this to guide our conversation – and we’ll do it with our own results! Ie we worked with companies where their culture was blocked, stalled but the conversation was also dead By a small sample taking the survey and seeing the data and their company’s culture reflected in the results in a different way, it reignited the converation in such a powerful way they were able to start building the culture
- About 70 of you took the assessment, for those of you who didn’t it’s just going to walk us through the key elements of sustainable happiness
- Here’s how we scored overall.. And the main elements that contributed to it The way we embede those 4 main elements into our org or our systems brings us to the overall culture sustainablity score of just ____
- Ok, so we took a quick glance at your scores, and now you can kind of see how all the pieces fit together.
- Cursory insights
- Cursory insights
- Are you measuring culture? Not at all / Kinda / Sometimes / Consistently
- Overall goal- foundation for building sustainable culture Dec 9-11, in SF, middle dot com boom 2 some best tech co’s world Usually go on site at DH but lot of org’s not possible for time or money This is awseome way to get lot of info short amt time, learn everything we do takes much more time & $$ on site It’s packed with information and experience for you to go home a culture builder
- Overall goal- foundation for building sustainable culture Dec 9-11, in SF, middle dot com boom 2 some best tech co’s world
- Day 1- Private Jenn Key & Personal & Org VALUES & PURPOSE & how to align for impact & ASSESSMENT RESULTS & Eveing public pannel local culture innovators experience sf culture scene
- Day 2 – culture field trip to airbnb – 3 levers experience – your culture action plan
- Day 3 – deep dive serious culture builders- high coach to builder ratio – look at building your culture roadmap, using assessment result and culture inventory checklist – create culture initiative work with challenges you might face as single culture champ effecting culture organically, or as part of leadership wanting to craft a well thought out approach…
- Email us Discounts for teams of 3 and 5 And $500 off for you! 2 or 3 day track - register by nov 20 next Friday - code CULTURE2016
- ultimately we are all winners in the game of happiness, because everyone benefits: individuals, teams, the whole organization, and customers and/or clients! by changing YOUR world, we can change THE world One last exercise – what will you do? Turn to TWO ppl next to you in group of three, tell them one thing you will do Then tell us! sunny@dh.com your culture AND happiness is waiting! ---- There has never, in the history of the world, been as much opportunity to create the life and work that we want to enjoy. If we want to change our own workplace environment, much less have an impact on the future of work in general, I believe we must become detectives, students and explorers. Becoming a detective is about taking the time to examine how we see the world and requires an awareness of our own maps, a willingness to challenge those old stereotypes of happiness and what work should be. Become an Explorer. Take action. Begin the conversation in your world. Take a risk. Skillfully point out what you see at work. Ask, "Why not?" Your company may or may not understand and pursue your recommendations but when the future overwhelms them, they will remember that it was you who spoke out;
- ultimately we are all winners in the game of happiness, because everyone benefits: individuals, teams, the whole organization, and customers and/or clients! by changing YOUR world, we can change THE world One last exercise – what will you do? Turn to TWO ppl next to you in group of three, tell them one thing you will do Then tell us! sunny@dh.com your culture AND happiness is waiting! ---- There has never, in the history of the world, been as much opportunity to create the life and work that we want to enjoy. If we want to change our own workplace environment, much less have an impact on the future of work in general, I believe we must become detectives, students and explorers. Becoming a detective is about taking the time to examine how we see the world and requires an awareness of our own maps, a willingness to challenge those old stereotypes of happiness and what work should be. Become an Explorer. Take action. Begin the conversation in your world. Take a risk. Skillfully point out what you see at work. Ask, "Why not?" Your company may or may not understand and pursue your recommendations but when the future overwhelms them, they will remember that it was you who spoke out;
- q’nA, if you have to run- email us! We’ll share out the deck by end of next week, but if you can’t wait email us for that too!
- So we need to go deeper into the motivation and drive – to the why- that’s the foundation of your culture we want to talk about today. Sustainable cultures are build form here. Ask why, 5 why’s get to deeper level. That’s level we want to approach culture from go beneath the salad bar or the ping pong table you can give emp's all teh benefits in the world but they're useless unless they understand WHY you're giving them go to the WHY of it you give a salad bar so that emp's will stay durring lunch and do more work or so that emp's connect with each other bond durring lunch and have healthy food so feel better so what are the real WHY's of designing culture? start with they WHY (survey and these elements) and then be clear about it, design for the why, don't get stuck in the perks alone, get into their purpose, talk about them, make those the focus
- … story.. > from 2010 book > woah! Sold 600k copies, world responded to idea of happiness, at work > bus tour, talking to ppl about happiness> > global movement 100 countries > ---- 600k+ copies (550K+) 5X #1 best seller … NY times and WSJ 20+ languages world was hungry for idea happiness, started hearing from ppl was more than book about bz, book about life
- … to the company dh… 2011 DH the company was formed to inspire passion and purpose for a happier world company and a movement purpose to inspire passion and purpose, for a happier world we offer culture consulting that uses the science of happiness and best practices from companies leading the way in culture
- Ie cool company worked with… “Wired” called them “the coolest movie theater in the world” Alamo’s Founder/CEO Tim League calls it “the theater for movie fans by movie fans” They prove this with a zero-tolerance policy towards talking and texting during the movie. If you talk or text, you will receive one warning. If it happens again, you will be kicked out without a refund! League also says, “We love being over the top. When they visit an Alamo, guests don’t simply watch movies, they create memories.”
- How do you design for connection at work? Lots of ways to do this! Example – one entrance Example – managers 20% of their time spent with team outside of work (take lunch, etc)
- AUGUSTA, zappos coach, any goal, life (not there anymore fyi have 2-3 coaches on staff now) FeedForward (Feedback 360 2ice a year + internal coaching) Internal coaching on anything, work and life not separated Because the more of self can bring to work, the more of self have to give, more likely to feel progress in life, reach potential, and do best work
- ROADMAP Why important to measure We LIVE it by embedding it in our org systems (show these embedding)
- You probably know that Google is famous for their innovative strategies to keep their culture fresh and sustainable. Here you see a unique lunchroom set up designed to encourage employees to sit in large groups, rather than alone of in small cliques… This provides a collaborative environment that allows employees to share ideas with people that they may not normally interact with while working. Google also designed their lunch area to give employees approximately 4 minutes to wait in the lunch line… it turns out that this is the optimal amount of time to make employees feel as if they haven’t been waiting too long… yet also giving them enough time to meaningfully connect with other employees who are also waiting in the line.
- Ran this ad on cyber mon, busiest shopping day of year – don’t buy this jacket Seems crazy. But HP of Patagonia not to make technical outerwear, to inspire & implement solutions to the environmental crisis are leading voice and advocate for this greater good ad on cyber mon, biggest shop day yr, urging ppl to reflect before buy, conserve planet resources don’t just have a hp, live it and connect emp’s to it worn wear – program share stories of patagonia clothes already own – movie, parties on big shopping days, trade in program, stories on site = big connection to hp & product lives image of hp how are you connecting to HP? Connecting emp’s great. Can you extend it to customers? connecting emp’s to a HP has great results for bz
- eddie murphy in COMING TO AMERICA Comes here never worked day in his life gets job mopping floor at mcdowell’s One scene guy washing lettuce in back ‘I started off mopping the floor too, now im washing lettuce, soon ill be on fries, then, the grill, pretty soon assistant manager! arseino hall looking at him like with discust, eddie murphy is excited, sees and feels the progress, working toward something,happy mopping now but wouldn’t be for ever, give feeling for the progress
- If you can’t be with us at bootcamp join us in pledging What is one thing you will do to improve your culture in 2016?