WHY DOES COMPLEXITY CREEP IN? It is often the quick, seductive answer to short-term issues. Fighting for simplicity and looking to the long-term takes courage and commitment.
WHY DOES COMPLEXITY CREEP IN? It is often the quick, seductive answer to short-term issues. Fighting for simplicity and looking to the long-term takes courage and commitment.
Culture is to recruiting as
product is to marketing. Click to tweet this quote. Customers are more easily attracted with a great product. Talented people are more easily attracted with a great culture.
When something is still aspirational
(not yet true) we try to call that out. This document is part manifesto and part employee handbook. It’s part who we are and part who we aspire to be.
THE CULTURE CODE 1. We
commit maniacally to both our mission and metrics. 2. We look to the long-term and Solve For The Customer. 3. We share openly and are remarkably transparent. 4. We favor autonomy and take ownership. 5. We believe our best perk is amazing people. 6. We dare to be different and question the status quo. 7. We recognize that life is short.
OUR MISSION is to help
these organizations GROW. We want to transform how they attract, engage and delight their customers.
We’re working to help the
world GO INBOUND. To take a more empathetic, human-friendly approach to marketing and sales. (Turns out, it’s also more effective.)
“Pursue something so important that
even if you fail, the world is better off with you having tried.” TIM O’REILLY. Note: The O’Reilly conference room at HubSpot is named after Tim.
Our commitment to our mission
will help us earn the love of many. Our commitment to our metrics will help us earn the resources to further our mission. We are passionate about both.
This dual personality of mission
& metrics is uncommon. It’s partly what makes us DIFFERENT. And also kind of quirky, in mostly good ways.
WAIT. Does “Solve For The
Customer” mean just giving more away for free? Wouldn’t that delight customers? NO. To delight customers in the long-term, we have to survive in the short-term. Because…
We’re on the right path
as long as we sell to customers that we expect to delight. This is the key. Don’t sell to customers we’re not justifiably confident we can delight.
WE SHARE (ALMOST) EVERYTHING. We
make uncommon levels of information available to everyone in the company (all 1500+ of us, and counting)
WE HAVE THE MOST ACTIVE
WIKI ON THE PLANET.* Examples of things we share and discuss: • Financials (cash balance, burn-rate, P&L, etc.) • Board meeting deck • Management meeting deck • “Strategic” topics • HubSpot Lore & Mythology (the funniest page on the wiki) *Unverified claim
We protect information only when:
It is legally required. Example: Information covered under a Non-Disclosure Agreement (NDA) It is not completely ours to share. Example: Individual compensation data
WAIT. ISN’T HUBSPOT PUBLICLY TRADED?
Yes. We had our IPO in Oct 2014 [NYSE:HUBS] Usually, publicly traded companies can only share detailed information with a select group of “insiders”. This didn’t fit well with our culture. So…
Just because someone made a
mistake years ago doesn’t mean we need a policy or rule. WE DON’T PENALIZE THE MANY FOR THE MISTAKES OF THE FEW. We only protect against big stuff.
Social media policy. Travel policy.
Sick day policy. Buy a round of drinks at an event policy. Work from home during a blizzard policy. Our policy on all of these (and most other) things: USE GOOD JUDGMENT.
team > individual Don’t solve
for your personal interests to the detriment of the team. We loathe selfishness and love teamishness.
customer > company When in
doubt, favor solving for the customers’ interest over our own. Solving for customers’ interest is in our long-term interest too.
WAIT. Aren’t some people just
private? This is not about sharing personal information. (What happened in Vegas should stay in Vegas) This is about sharing knowledge generously.
Yes, “heart” is a bit
cheesy. We’re a bit cheesy sometimes. HUMBLE EMPATHETIC ADAPTABLE REMARKABLE TRANSPARENT We like people with heart.
We don’t just believe in
these values, WE BET ON THEM. We recruit, reward and release people based on these values.
EXAMPLE: THE J.E.D.I. AWARD Awarded
to those that just quietly and selflessly do the right thing and move us forward. (J.E.D.I. stands for “Just Effing Does It”)
Compromising on culture fit is
mortgaging the future. It’s reasonable to want to hire for skills and experience when the need is painfully acute. It’s reasonable. But, it’s also wrong. The interest rate on culture debt is crushingly high.
We’re a team, not a
family. We hire, develop and cut smartly so we have stars in every position. +1 We couldn’t have said it better ourselves, so we didn’t.
WE HAVE A NO ASSES
RULE. (Truth: We try hard not to hire them. But, they temporarily sneak in sometimes.)
Don’t just hire to delegate.
It’s tempting to bring people in that you can push off work you don’t have time for. Hire to elevate. Bring people in that can teach us something. Continually seek to raise our average.
THERE ARE TWO WAYS TO
PROGRESS AT HUBSPOT. 1. Gain mastery as an individual contributor and make magic. 2. Provide spectacular support to those who are doing #1. Confession: We have a lot of first-time managers at HubSpot. We’re working hard to develop them.
HubTalks: Learning From Leaders Clay
Christensen “Innovator’s Dilemma” Eric Ries “The Lean Startup” Patty McCord Former Chief People Officer, Netflix Deval Patrick Former Governor, Massachusetts These are private talks given at HubSpot.
Many companies start out being
exceptional. As they grow, there is a dark, powerful force that pulls them towards the average.If we regress to the mean, we fail. It’s that simple.
To think different we need
to be different. We cannot all be the same. We want a diversity of backgrounds and beliefs. Confession: We want diversity, but do not yet have it. Still work to do.
WHY DOES COMPLEXITY CREEP IN?
It is often the quick, seductive answer to short-term issues. Fighting for simplicity and looking to the long-term takes courage and commitment.
So it should be fulfilling
and fun. Work is a big part of life. So work should also be fulfilling and fun. LIFE IS SHORT.
It’s important to take care
of yourself. Healthy @ HubSpot initiative: • standing desks • healthy snacks • fitness room • spontaneous laughter LIFE IS SHORT.
THE HUBSPOT CULTURE CODE 1.
Mission and metrics. 2. Solve For The Customer. 3. Be transparent. 4. Take ownership. 5. People > Perks. 6. Dare to be different. 7. Life is short, make it matter.
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