Human Resources Today

Viewing entries tagged
Leslie Bradshaw

Comment

Talent and HR News Roundup: Startup Leadership Edition

Talent and HR News Roundup: Startup Leadership EditionA key part of growth for every startup and high-growth organization is talent. The people. That's how we make our living here at exaqueo. But sometimes the best examples are right in front of us -- growing startups every day. This week we've been paying attention to some of those leaders and pass along their lessons in growth, innovation and scalability to you. Here we pass along four stories and four different perspectives on startup leadership, growth and what to consider to get to your end game or end goal -- whatever that might be.

1) The Rise of Female Chief Operating Officers: Meet Jen Consalvo at Forbes

"Outside of corporate life, the challenges are different but still there. I see far more male-dominated startups, fewer female-led companies getting funded and lots of gender issues play out across the startup world. Because there are no corporate policies making it really clear not to offend people, startup world is a bit more like a school playground – and people get really stupid. It’s forced me to look honestly at my own behavior and attitudes and admit when I’m trying to fit in with the status quo versus speaking out to create change."

2) When Startups Pair With Big Corporations Everyone Wins at Fast Company

"Really, though, the ultimate benefit to partnering with corporations boils down to two words: exit strategy. Not every founder is looking to sell, of course. But if you are, cultivating a corporate partnership is a great way to start. Building a relationship with a corporation that respects the startup’s value proposition -- and receives benefit from it -- is a great way to plan a future acquisition, especially for serial entrepreneurs."

3) Startup to $850,000 in Under One Year at Under30CEO

"A year and a day before I spoke with Michael Mogill, Crisp Video Group was born.  Only 366 days later, the company has grown to 8 employees and is projected to earn $850,000 in revenue for the year of 2013. Having success as an entrepreneur is nothing out of the ordinary for Mogill, who at the age of 12 launched a web design company out of his parents’ home.  'I’d have web design clients come to my house and my mom would let them in the front door.'"

4) Lauren Thorp of Umba on Taking Small Steps Toward Your Passion at TechCocktail

"For me the first step in becoming an entrepreneur was I had to get happy. And that meant quitting my job," says Lauren Thorp in this video on her startup leadership philosophy.

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

Comment

Comment

Big Data Employee Style: The 4 Kinds of Workforce Data You Really Need

Big Data Employee Style: The 4 Kinds of Workforce Data You Really NeedIn my experience, HR is usually a year and a half behind the curve for many business trends. From TQM in the 1980's, balanced scorecard in the 1990's -- we're usually behind the curve. When I was in HR for a F500 company in 2007 and first started talking about using social media in HR, people thought I was nuts. It took a two years to bring it to life.

Enter Big Data. Sure, HR prognosticators like John Sumser get it. He's been writing about Big Data for awhile and was the only HR representation on a Forbes list of the top 20 influencers in Big Data last year. But in true HR fashion, the idea of using Big Data to look at workforce data is only picking up steam as of late with conferences, skeptics, and predictions that Big Data will be, well, a predictive tool for HR.

But while The New York Times focused earlier this year on the power of all of this collective data, I care more about what this means for you, for your startup or your high-growth company. Whether you have five employees or 500, what kind of workforce data do you need on your employees and why?

1) Demographics

There's no doubt you need to know plenty about your workforce, including the range of ages, percentage of each gender, time in position and tenure with the company. But this data is so simple to collect we often forget we have it or what we can do with it.

Gender and age data can help manage recruiting and discrimination risks (especially if you have federal contracts). Age data can also help you better manage the workforce. If you're a Gen X founder, its helpful to get a sense of where the Gen Y pockets are and where challenges exist.

Tenure demographics help you pinpoint where turnover is happening and where progression is happening. You may think you know (especially if your team has fewer than 30 people), but are you tracking these trends over time? They can have huge implications on your workforce.

2) Performance

Even if you're a team of five, hopefully you have some sort of performance management system in place. You don't have to use a stodgy, corporate form, but you do need to set goals for employees and measure performance against those goals.

What you can do with that data is powerful. As you grow, correlate that data with demographics. Again, it will help you avoid risk and also isolate where there are management issues on your team and with certain pockets of employees.

3) Climate

I know, the employee opinion survey is dead. In its traditional form, sure. But it is important to get a pulse on how your employees feel at any given moment. What's working for them? What isn't? How are they reacting to a recent pivot, news, departure of a key leader?

Don't rely on the grapevine or what you think you hear. Gather more formal data on a regular basis and compare over time how employees really feel. Then use the data to help better your communications and your decision-making.

4) Culture

Finally, the holy grail of  internal workforce data is doing a deep dive on culture. The qualitative perspective is hugely important -- especially if you can bring in an unbiased partner to get the real skinny from employees.

How leaders define the culture and describe its existence is never exactly how employees describe it. And it's important for leaders to understand who their employees are -- what they are passionate about, what their lives are like and how work fits in.

This kind of data helps to evolve your workforce and your business to be the place you want it to be. Culture data is anthropological -- marketers go to a great extent to learn who their customers are. Imagine the value of doing this for your employees.

Big Data and Your Workforce Data

Sure, the trend of the collective data is compelling -- and you shouldn't ignore the implications for your business. For example, if you're in marketing, you can't ignore Leslie Bradshaw's presentation on engagement through Big Data. If you're an HR Technology companay collecting data, you can't ignore John Sumser's primer on Big Data as you explore the future of your product.

But for you, for your company, for your people, your workforce look inward first. The value of Big Data to your workforce is how you can use data on your own people to drive culture, engagement and productivity.

Note: there are a ton of technologies to help you here. Check out our weekly roundup highlighting a few.

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

Comment