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Dated: 12-13-2015
We live in a data-driven world. Just consider the advertisements that target us while visiting Facebook, or the shortest-route recommendations provided by our phones while driving to work. We constantly are relying on the collection and analysis of data to help us live better professional and personal lives.
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8
Dated: 12-13-2015
Our team is smart, fast, fun and diverse. That diversity makes for a better product and team. Rather than an echo chamber with a single perspective, we have diverse experiences – and our share of loud debates and laughs as a result. When team members have different cultural, generational, professional and regional experiences, everyone is a listener and learner because each member brings new perspective to products and problem solving.
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8
Dated: 12-12-2015
It's likely that your pay-for-performance program has a fatal flaw built into it; an inadvertent side effect of the design that, if ignored by management will almost certainly guarantee failure. But no one wants to talk about it. Instead, what you’ll hear is a steady drumbeat of, “Oh yes, we have a pay for performance program. Our employees are rewarded on the basis of their performance.” But what if those merit increases won't be enough to progress an employee from low in their salary range up to the midpoint, the "going rate?" What if merit increases alone won't assure competitive pay?
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