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A New Kind of Onboarding for a New Kind of People Team

Sydney Goodfellow Hazel

Sydney Goodfellow is the Marketing Manager at Hazel, a Greenhouse partner company that makes modern HRIS, time off, and employee engagement software for culture-centric companies. Hazel recently published an ebook called The Practical Guide to Scaling Company Culture, which you can read and download at hazelhq.com/blog.

One of my first jobs was working at a marina. My coworkers and I were responsible for cleaning up the boathouse to get it ready for members and students. It was a gruellng kind of orientation. We spent weeks cleaning, building, lifting, and fixing for long hours every day. What’s more, it poured rain almost the entire time. We donned foul-weather gear, ran inside when it thundered, and dried our hats on the heaters during lunch.

And yet this experience was not only outrageously fun, it bonded our team in many remarkable ways. Conversation came easily as we shared in those early experiences, which set the tone for the rest of the summer. Even though we only worked together for three months, the six of us remain close friends to this day, years later.

For most of us, great people and a shared purpose are consistent characteristics of all of our favorite, most memorable jobs—not just as teenagers but as we move into the corporate world, too. So why do we seem to forget this, instead focusing on things like pay, perks, location, etc. (also important factors, to be sure, but best when balanced with people and purpose)?

Keep reading for more tips on how to rally new hires around your company's great people and shared purpose.

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Featured Image Company Culture

Greenhouse’s Secret Ingredient to Building a Thriving Company Culture

In the last couple of years, we’ve grown to approximately 200 people across two offices. With that growth came the need to evolve to be more deliberate about our culture. After a bit of trial and error, we’ve found that the culture committee is one of the best ways to foster the culture we’re trying to create.

Some might be surprised to learn that a committee is the answer; many companies are working toward having fewer meetings, not more. What makes Greenhouse’s culture committee special is that it is truly democratic—the more we can hear from a variety of employees, the more our culture thrives. These ideas, along with our bi-annual engagement survey, pulse surveys, and informal conversations, all help us to inform priorities and initiatives across the organization.

Greenhouse’s culture committee is made up of about 12 employees nominated by their department leadership. Members are all high performers in their day to day jobs and consistently make meaningful contributions to our culture—from planning a team camping trip or office ping pong tournaments to coming up with creative ways to boost morale.

In this post, I will outline what exactly the culture committee does, why it’s become a vital part of our culture, and what we’ve learned along the way.

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Why Should Companies Prioritize Diversity?

Janel Martinez

Janel Martinez is the co-founder and Chief Content Officer at 2020Shift, a startup invested in teaching diverse professionals the skills needed to find a career they love in technology. Her career in journalism, which includes bylines from NBC, Univision Communications, and Black Enterprise, among others, led her to her passion: entrepreneurship. She graduated from Syracuse University’s S.I. Newhouse School of Public Communications. Connect with Janel on Twitter and LinkedIn.

In the last few years, there’s been no shortage of headlines, employee reports, and Medium posts tackling diversity and inclusion. We all know diversity can no longer be an afterthought. And while it is the “right thing to do,” it’s essential to the growth and prosperity of your company.

Truly forward-thinking, innovative companies are those that prioritize diversity efforts, ensuring that everyone—from the CEO to each and every employee—not only understands the importance of diversity and how it benefits their organization, but advocates for it.

Data indicates that diversity drives innovation and results in better performance among teams and, ultimately, a higher success rate for companies. 2020Shift has partnered with Greenhouse to create an eBook, “4 Methods to Build A Diverse Team,” to outline how you can build a diverse organization. We know it’s not easy and there’s no one-size-fits-all solution, but our guide can help you on your journey to creating a diverse and inclusive organization.

If you’re on the fence about prioritizing diversity or need help on where to start, we’ve got you covered! Planning out your diversity efforts can seem complicated, but here are four reasons you should prioritize diversity and strategies for getting started now.

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Featured Image Company Culture

How to Add Skip-Level One-on-Ones to Your Management Toolbox

Michael Boufford

Michael Boufford is the VP of Engineering at Greenhouse. He was the first employee/engineer at the company and currently the head of all engineering teams including Product, Customer Solutions, Infrastructure, Automation & QA, Data Science, Security, and IT. He's a regular speaker/panelist at conferences and events including NASDAQ CTO Summit, Wharton Entrepreneurship Conference, and SiriusXM Business Radio.

The problem

As a manager of managers, it is hard to get enough visibility into your direct reports' organizations to provide specific and actionable feedback.

The solution

In my experience, the most useful forum for finding out the “why” and “how” behind what managers are doing has been via skip-level one-on-ones. I have nearly 60 engineers on my team, but I still make sure to find time to meet with each person at least once per quarter. There are a number of benefits to doing this, but in this article I'm going to focus on one angle: finding out what's going on inside of each manager's team so I can offer specific and actionable feedback on how to improve.

What does a skip-level one-on-one look like—and how can you implement them without freaking out your managers? Read on to find out...

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Featured Image Company Culture

3 Ways to Create Lasting Relationships with Employee Alumni

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

In this series, we’ve been covering how to handle employee departures in a thoughtful and comprehensive way. Check out our previous posts to learn about the problems that arise when ignoring employee departuresthe benefits of investing in offboarding, and how to handle compliance issues for both voluntary and involuntary departures. Or, if you’d like to get all this content (and more!) in one place, be sure to download your copy of the Employee Departure Best Practices eBook.

It’s a fact of the modern-day workforce: Most employees won’t stay with your company forever. But this doesn’t mean that an employee’s last day has to be their last interaction with you. Your organization’s alumni may grow to be your future clients, applicant referrers, and even boomerang employees. But this type of continuing support and engagement will only work if you take the time to maintain your company’s relationship with this group. Here are a few suggestions for staying in touch with former employees.

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(Not) Breaking the Law: Ensuring Compliance During Offboarding

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

There are a number of things to consider when employees leave your company. How you’ll communicate this information to their team and other coworkers. Who will take over their responsibilities. Whether you’ll be organizing a farewell happy hour, and if so, whether Joe will use the opportunity to practice his awkward stand-up routine.

All jokes aside, in this post, we'll look at some of the compliance issues to keep in mind whenever an employee leaves your company. 

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Featured Image Company Culture

What Is Employee Experience (And Why Should You Care)?

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

The working world used to be pretty predictable. Young people would apply for a few jobs, choose one they liked, and stick with it.

Oh, how the times have changed!

Wondering what those changes mean for you and the way you recruit and retain top talent? Let's investigate...

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Featured Image Company Culture

Why Everyone Should Invest in Employee Offboarding

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

Catered breakfast. Balloons. Scavenger hunts. When it comes to welcoming new hires, we've heard about all sorts of novel and fun ways to celebrate their arrival. It's well documented that first impressions matter and the effort you make for your new hires can directly tie in with their satisfaction and longevity at your company.

But what happens on that fateful day when an employee hands in their notice? Or when you’re responsible for managing an involuntary departure like a layoff or a firing?

It turns out that offboarding is an oft-neglected part of the employee lifecycle.

Here's why it shouldn't be.

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Featured Image Company Culture

How to Include Remote Employees in Your Company Culture

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

If you’ve been in an office lately, you’ve probably noticed that today’s workplaces look and feel a lot different than they used to. Open plan arrangements have replaced cubicles, sleek monitors and laptops have phased out clunky computers, and even the desks themselves tend to be movable and adjustable instead of stationary pieces of furniture.

But one of the biggest changes to the workforce is with the employees themselves—instead of gathering in one central location, many companies are adopting the distributed approach, where employees are scattered around the globe. This arrangement allows more flexibility with working locations and hours, but it also leads to a big question: How do you create a company culture and unify a workforce that’s not in the same physical space?

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Featured Image Company Culture

Let's Talk About Employee Departures

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

It happens to everyone at some point. For one reason or another, you have employees who choose to—or have to—leave your company.

Whether you refer to it as offboarding, departures, graduation, or something else, it’s essential to put some thought into what happens during an employee’s final weeks, days, and hours with your company (as well as what comes next).

Let's look at a few reasons why it's so important to consider employee departures.

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