nailing your people ops from the start (pdx startup week workshop, feb. 2017)
TRANSCRIPT
Nailing Your People Ops From the StartJean Roque
Kristen Gallagher
Hello!
I’m Jean@trupphr
and…
I’m Kristen.@kristenmaeve // @edify edu
AGENDA FOR TONIGHT
● Get an overview of early stage human resource structures and functionality.
● Learn the building blocks of creating an engaging culture from the start.
● Take away tools to build your first onboarding strategy.
How People Ops Builds CultureHint: ping pong tables won’t cut it.
“
(culture isn’t) tangible objects, artifacts, plans, or perks alone — like a ping pong table or calendar of events — but the intangible and unseen ways in which people use, participate in, and talk about that ping pong table or events on the calendar.
- Dara Blumenthal
Ever heard of throwing someone in the deep end?
Culture is defined.
Are you the one who’s defining it?
STRUCTURE ISN’T CONCRETE
Let’s chat about this:
Putting in place people operations systems won’t slow you down - it’ll actually allow you to charge ahead faster.
What You Need, When You Need ItJust like it sounds.
1-5 Employees
WHAT YOU NEED NOW
HR Advisor or Admin
Employee Handbook
New Hire Process
Payroll System
Job Descriptions
Compliance Posters
5-10 Employees
WHAT YOU NEED NOW
HR Advisor or Admin
Mission/Vision/Values/Culture
Compensation Plan
Employee Benefits
Performance Management
Paid Time Off Program
Recruiting
11-20 Employees
WHAT YOU NEED NOW
Outsourced HR
-or-
HR Advisor with Internal Resource
Employee Engagement
Leadership Development
Employee Relations
21-50 Employees
WHAT YOU NEED NOW
Outsourced HR
-or-
Full-Time HR
Organizational Plan
Change Management
Employee Development
Onboarding 101No stress: just easy onboarding!
Ever heard of throwing someone in the deep end?
“It’s like drinking from a firehose”
OTHER NAMES FOR THE DEEP END
“This is a greenfield project”
“It’s all about comfort with ambiguity”
“
Diving into the deep end is shorthand for “this company has royally failed to set their new hires up for success.”
WHY DOES THE DEEP END EXIST?
Other Priorities
Fast Growth
Lack of Knowledge*
“
dealing with a lack of knowledge
*explicit
DEEP ENDS EXIST BECAUSE WE DON’T KNOW HOW TO AVOID THEM.It’s hard to make the time to develop an onboarding program.
It’s also hard to prioritize it when there are (ahem) “products” to build.
It’s also true that you’re busy doing your job, and it’s difficult to turn tacit knowledge into explicit knowledge.
What do you do when it’s not your job to onboard someone, but yet, you still have to?
TACIT → EXPLICIT
What You Do That You Don’t
Think About
What You Do That Makes You
Good at Your Job
What You Do That People Keep Asking
About
“then, write those things down and put them somewhere easy to find.
“
Build tangible outcomes:1. Manager Checklist2. Day 1 Agenda3. 30 Day Onboarding Plan4. HR + IT + Facilities Integration
THE HOW IS KEY, TOO
Genuine Interest
Actually care.
Use Their Name
They’re a person. Not a fungible resource.
Anticipate Needs
What might a newbie need to feel comfortable?
Actually Listen
Can you *really* hear them?
They’re Important
Make them feel valued (and not stupid).
Show Culture
Don’t leave it up to chance.
Questions?
People Ops doesn’t have to be painful!
