A world away from December 2019, we decided to revisit some of the thoughts we presented in our founding story
Best practices for conducting stay interviews that drive retention and make employees feel seen and heard.
Writers, designers, and other creatives face unique challenges when they start at a new company.
The tl;dr from our panel talk with three onboarding experts.
The team at Gather tries tracking our daily energy for a week.
A quick look at what People Operations does and how it's different from HR and Talent Acquisition.
How Kaylie Boogaerts designed the first 6-month's experience for distributed new joiners.
What our own Emily Armando learned from planning a weeklong team retreat.
Here's how to overcome the paradox of virtual events and create happy hours your employees actually want.
New hires expect to have a clearly defined PTO and holiday structure.
Founders must focus on culture-building and employee experience, even in the early days. Soon it will be a full-time job.
We spoke to seven new hires to learn about the challenges they faced in their first few weeks.
How Allison Kopf uses employee task forces to make cultural change.
How Alexandria Brown built a holistic compensation plan for a Cannabis company.
How Kerry established organization-wide priorities to create strong cultural buy-in and operational success.
Here are some questions to consider when leading an exit interview.
So, you’ve you been chosen to become an onboarding buddy? Congrats! Here's what you need to know.
How Shazia created a council to raise awareness, audit practices, and elevate voices.
How Mike Kohn built and applied a framework for policy changes.
Onboarding became the backbone of new hire experience and growth. Follow this list during your 30-60-90 day check ins.
Set up the onboarding experience in your company by following this 30-60-90 day checklist.
How Amanda McKay thought about all aspects of wellness in the workplace.
How Erica Woods ensures parents working remote feel supported.
How Jessica Chan created a day dedicated to onboarding the most recent hires.
How Amanda Qualls scaled virtual onboarding to remove barriers new employees faced
How Noah Warder structures his companywide performance review programs.
How Natasha Avery built a remote hackathon that brought her team together.
How Katie Lane recognized the differences in the need of her new vs. experience managers.
Meaningful 1:1s became the backbone of employee experience and growth. Follow this list during your 1:1s.
Streamline your offboarding process with multiple stakeholders with this checklist.
How to build an onboarding buddy program to give your new hires off to a strong start from day one on the job.
How Natasha Avery experimented her way into building more natural social connectedness.
How Caitlin Cuskley build an onboarding program that gave new hire's more context.
How Suzanne Griffin built a manager training program to solve a performance problem.
How Kirsten McMurray built a cultural icon at Detour, Inc.
A story of volunteering together while working remotely
So you've just been hired as the first Head of People at a startup.
Producing All Hands meetings requires a high level of coordination.
Slack is the new frontier for internal communication. Here's how to use it.
A list of inspiring questions to ask in your onboarding surveys.
Workplace celebrations are tangible signals of what matters to your organization.
Supporting working parents extends beyond parental leave.
Last impressions are often lasting impressions, and offboarding is a company’s chance to get it right.
Onboarding buddies help increase social-connectedness, happiness, and productivity in new hires.
Managers have employees work for them— leaders work for their teams.
Oprah teaches a fundamental lesson about what humans want.
Remote onboarding requires designing intentional connections to integrate a new hire onto the team.
How and why to celebrate birthdays and work anniversaries for teammates working remote.
People Operations teams can be the work environment architects that help managers be more proactive leaders.
People Operations has some major obstacles to overcome in the next few years.