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ENGAGEMENT
& GROWTH
Building the Right Culture for
JASON MEDLEY
Director of People &
Culture
INVENTION IS HARD
> design > research
> manufacturing
> merchandising> distribution
> retail marketing
> consumer marketing
> inventory
> lo...
BUT INVENTION IS IMPORTANT
THE BEST IDEAS DON’T COME

FROM THE BOARDROOM
THE BEST IDEAS COME

FROM THE LIVING ROOM
QUIRKY IS AN INVENTION PLATFORM THAT
BRINGS REAL PEOPLE’S PRODUCT IDEAS TO
LIFE.
1.1 MILLION CREATIVE PEOPLE AROUND THE WORLD

SUBMIT OVER 3,000 IDEAS A WEEK TO QUIRKY.COM.
THESE IDEAS ARE PUT TO A VOTE

AT OUR WEEKLY LIVE PRODUCT EVAL.
THE QUIRKY TEAM DOES THE HEAVY
LIFTING TO MAKE THE CHOSEN PRODUCTS
REAL.
INVENTORS AND INFLUENCERS EARN PERPETUAL
ROYALTIES AS LONG AS PRODUCTS ARE FOR SALE.
AND HAVE PAID $MILLIONS TO OUR COMMUNITY
SOMETIMES, OTHER COMPANIES LEVERAGE OUR PLATFORM

TO COMMUNICATE WITH THEIR CUSTOMERS.
AND WE BUILD THINGS LIKE

THE WORLD’S SMARTEST AIR CONDITIONER.
AND AIR COMMERCIALS WHERE

OUR CEO RUBS THE INVENTOR’S FEET.
WE ALSO REINVENTED THE LIGHTBULB
FOR THE INVENTORS OF THE LIGHTBULB.
OVERALL, QUIRKY IS AN EXCITING PLACE TO
WORK
EMPLOYEE BUZZ
SCH SF
G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
• 97% of employees are proud to work at Quirky
• 94% of employees have or would work over

a weekend to complete a project...
Best Places to Work 2015
Employee’s Choice Award | Companies Under 1,000
#8
WE’RE ON A MISSION TO CONTINUE

MAKING INVENTION ACCESSIBLE.
ENGAGEMENT
& GROWTH
Building the Right Culture for
• 21 % higher
productivity
• 22% higher
profitability
• Lower turnover
• Lower absenteeism
(Gallup, 2013)
Higher Average Em...
How Do You
Measure for
Culture Fit?
WITH A STRONG SET OF CORE VALUES
START
FINISH
IMPATIENT
SELFLESS
FUTURIST
AGILE
EMBRACE CONFLICT
What is
Culture?
Cultureis the Character and Personality
of your organization (ERC, 2013).
CULTURE
EMPLOYER
BRAND
CULTURE
ANSWERS THESE
QUESTIONS
• What is our mission / What are
we passionate about?
• How will we serve our clients
and ...
Where Does Culture Come
From?
Culture Starts
WITH YOUR FOUNDER(S) AND LEADERS
EVERYTHIN
G
AFFECTS
CULTURE.
CULTURE Management
How org.
is
managed
Communicatio
n
Leadership
Celebratio
n
Systems,
procedures,
structures
Managers
Wor...
HOW DO WE
BUILD CULTURE?
BUILDING
CULTURE
DO
• Understand what your current
culture is
• Define what you want your culture
to be
• Make sure your mi...
BUILDING
CULTURE
DON’T
• Ignore it!
• Hire employees who aren’t
a culture fit
• Create bad managers
• Forget about learning...
Hiring Managers
Can Be Difficult
But, it can be a
REWARDINGExperience
Strategic Business
Partner
vs.
Administrative Support
•Human Interaction
•Technology
•Analytics
Hiring Manager Engagement
HUMAN
INTERACTION
.Don’t be afraid of it.
RULES OF HUMAN
INTERACTION
DO DON’T
• Attend team
meetings
• Weekly 1 on 1 with
HM
• Encourage a process
with HM/Team
inte...
TECHNOLOGY
.It should support your process, not interfere.
Find the right
technology for you and
your hiring managers
• ATS
• Sourcing
• Communication
Analytics
Pick meaningful analytics that
work for you and your hiring
manager
“The right interaction, technology
and analytics will help you become
a recruitment strategic business
partner”
REMEMBER!
• There is always a culture
• Everything affects culture
• Start thinking about your Culture Brand
• Building a ...
THANKS FOR YOUR TIME
References
1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth.
http://www.gallup.com/businessjournal/16...
Jason Medley - Quirky's Recruiting Culture
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Jason Medley - Quirky's Recruiting Culture

  1. ENGAGEMENT & GROWTH Building the Right Culture for JASON MEDLEY Director of People & Culture
  2. INVENTION IS HARD
  3. > design > research > manufacturing > merchandising> distribution > retail marketing > consumer marketing > inventory > logistics > margin analysis > packaging > point of sale > intellectual property management > direct sales / marketing > prototyping > mechanical engineering > regulatory issues > markdowns / seasonality > customer service > press / product reviews > channel management > replenishment > EDI / Technology Backbone
  4. BUT INVENTION IS IMPORTANT
  5. THE BEST IDEAS DON’T COME
 FROM THE BOARDROOM
  6. THE BEST IDEAS COME
 FROM THE LIVING ROOM
  7. QUIRKY IS AN INVENTION PLATFORM THAT BRINGS REAL PEOPLE’S PRODUCT IDEAS TO LIFE.
  8. 1.1 MILLION CREATIVE PEOPLE AROUND THE WORLD
 SUBMIT OVER 3,000 IDEAS A WEEK TO QUIRKY.COM.
  9. THESE IDEAS ARE PUT TO A VOTE
 AT OUR WEEKLY LIVE PRODUCT EVAL.
  10. THE QUIRKY TEAM DOES THE HEAVY LIFTING TO MAKE THE CHOSEN PRODUCTS REAL.
  11. INVENTORS AND INFLUENCERS EARN PERPETUAL ROYALTIES AS LONG AS PRODUCTS ARE FOR SALE.
  12. AND HAVE PAID $MILLIONS TO OUR COMMUNITY
  13. SOMETIMES, OTHER COMPANIES LEVERAGE OUR PLATFORM
 TO COMMUNICATE WITH THEIR CUSTOMERS.
  14. AND WE BUILD THINGS LIKE
 THE WORLD’S SMARTEST AIR CONDITIONER.
  15. AND AIR COMMERCIALS WHERE
 OUR CEO RUBS THE INVENTOR’S FEET.
  16. WE ALSO REINVENTED THE LIGHTBULB FOR THE INVENTORS OF THE LIGHTBULB.
  17. OVERALL, QUIRKY IS AN EXCITING PLACE TO WORK
  18. EMPLOYEE BUZZ
  19. SCH SF G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
  20. • 97% of employees are proud to work at Quirky • 94% of employees have or would work over
 a weekend to complete a project • 90% of employees often talk about Quirky • 85% of employees are motivated by Quirky’s culture • 31% reduced attrition T H E R E S U LT S A R E I N …
  21. Best Places to Work 2015 Employee’s Choice Award | Companies Under 1,000 #8
  22. WE’RE ON A MISSION TO CONTINUE
 MAKING INVENTION ACCESSIBLE.
  23. ENGAGEMENT & GROWTH Building the Right Culture for
  24. • 21 % higher productivity • 22% higher profitability • Lower turnover • Lower absenteeism (Gallup, 2013) Higher Average Employee Engagement Levels Lead to
  25. How Do You Measure for Culture Fit?
  26. WITH A STRONG SET OF CORE VALUES START FINISH IMPATIENT SELFLESS FUTURIST AGILE EMBRACE CONFLICT
  27. What is Culture?
  28. Cultureis the Character and Personality of your organization (ERC, 2013).
  29. CULTURE EMPLOYER BRAND
  30. CULTURE ANSWERS THESE QUESTIONS • What is our mission / What are we passionate about? • How will we serve our clients and customers? • How will we work together as a team? • How will I contribute as an individual? • How do we communicate internally and externally? • What do we celebrate / How do we celebrate? • How do we overcome obstacles and conflict? • How do we move forward? • What types of policies should we implement? • What does our office environment look like?
  31. Where Does Culture Come From?
  32. Culture Starts WITH YOUR FOUNDER(S) AND LEADERS
  33. EVERYTHIN G AFFECTS CULTURE.
  34. CULTURE Management How org. is managed Communicatio n Leadership Celebratio n Systems, procedures, structures Managers Workplace Practices Recruitment and On-boarding Retention Policies & PhilosophiesHandbook Code of Conduct Attendance and dress code People Personalities Values and experiences Diverse skills Work Environment Decorations Food Office layout
  35. HOW DO WE BUILD CULTURE?
  36. BUILDING CULTURE DO • Understand what your current culture is • Define what you want your culture to be • Make sure your mission, vision, and values honestly reflect what you want your culture to be • Clearly communicate what you want your culture to be throughout • Make sure it’s believed and practiced from the top down • Measure the state of your culture • Hold everyone accountable to being a culture fit (Recruitment, performance management, etc.)
  37. BUILDING CULTURE DON’T • Ignore it! • Hire employees who aren’t a culture fit • Create bad managers • Forget about learning and development opportunities
  38. Hiring Managers Can Be Difficult
  39. But, it can be a REWARDINGExperience
  40. Strategic Business Partner vs. Administrative Support
  41. •Human Interaction •Technology •Analytics Hiring Manager Engagement
  42. HUMAN INTERACTION .Don’t be afraid of it.
  43. RULES OF HUMAN INTERACTION DO DON’T • Attend team meetings • Weekly 1 on 1 with HM • Encourage a process with HM/Team interaction • Run and hide • Rely on e-mail • Assume things • Over promise
  44. TECHNOLOGY .It should support your process, not interfere.
  45. Find the right technology for you and your hiring managers • ATS • Sourcing • Communication
  46. Analytics Pick meaningful analytics that work for you and your hiring manager
  47. “The right interaction, technology and analytics will help you become a recruitment strategic business partner”
  48. REMEMBER! • There is always a culture • Everything affects culture • Start thinking about your Culture Brand • Building a culture of engagement makes good business sense • Be a strategic business partner • Human interaction, Analytics and Technology
  49. THANKS FOR YOUR TIME
  50. References 1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth. http://www.gallup.com/businessjournal/163130/employee-engagement-drives- growth.aspx 2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is- Why-it-Matters-How-to-Define-It.aspx
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How Jason Medley, Quirky's Director of People and Culture, Is Building the Right Culture for Engagement and Growth

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