People Operations at Simply Wall St πŸ‘©β€πŸ’»

Owned by Emer McCann
Last updated: Mar 16, 2022 by Annalise Neal (Unlicensed)
2 min read

Mission

Our mission is to have a high-performance culture with the happiest team ever.

How

Principles

  • Iterate to Scale

    • We ship in increments, conduct retros & iterate over time to scale

  • Customer First

    • We put the customer (employee) first. We survey the team regularly so we can focus on the most impactful initiatives to support them and ensure that they are happy.

  • Facilitate decisions with data

    • We are not decision-makers, rather we present hypotheses, opportunities and potential risks so others can decide. We use data to empower teams to make more informed decisions.

  • Inclusive Design

    • We design with inclusivity in mind.

  • Seek to understand

    • We ask why and discover the problem to be solved before jumping to solutions.

Strategic Pillars

Pillar

Description

Ownership

Pillar

Description

Ownership

Create an inclusive & safe environment where the team is engaged, motivated & high performing

Building a culture where people feel safe to speak up and included in the conversations will impact their overall happiness and motivation and drive innovation & learning, overall impacting how long they stay in SWS (ELTV) and if they refer people to work here.

Removing any barriers for a team to be high performing faster will impact team happiness, OKR success and retention.

People Ops

Build an unbiased & scalable recruitment funnel

If we use data to make recruitment decisions, train the internal team on interviewing & constantly improve the interview process then we will hire the β€œright-fit” employee and ensure the teams have a diverse range of skills. The hypothesis is we can innovate and grow at a much faster pace and ultimately impact our company goals.

Talent

Create an enjoyable culture where people feel connected

By treating people well the goal is that they will want to stay with us for longer. If we facilitate experiences that create connection it drives more trust with teams which is important to help mitigate any friction that could negatively effect OKR success, team happiness and/or retention.

Vibe