How to be a Manager

When I graduated college, I felt the insatiable pull to join a startup. I became Chief Operating Officer at a bootstrapped tech startup in Boston and stepped into the role with the overconfidence that only a naive recent-grad could have. Not surprisingly, everything I tried to do to build our business was much harder than I could have possibly imagined. I found myself bombarded with internal questions such as:
  • How do we build a qualified sales pipeline?
  • What do we do when a customer is upset?
  • How do we make sure to pay the right amount of taxes?
While these questions kept me up at night, perhaps the most difficult question that I faced was: how do we build a great team and manage people effectively? I’m not unique: most founders or newly promoted managers have no formal management training and instead are learning by trial and error. Needless to
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Learning and Development for First-Time Managers

Studies show that strong managers lead to highly-engaged employees, and engaged employees are tied to greater productivity, innovation, and better business results. It should be a no-brainer then that we properly prepare our next generation of leaders. However, just the opposite is happening. In fact, 47% of new managers received no training at all after being promoted into a leadership role, and 87% of managers wish they had received more. It’s clear that an investment in learning and development for this group is key. How can we better equip our first-time managers, provide them with L&D opportunities, and shape them into great leaders? Here are a few ways to get started.

Define their role and set expectations

It may seem like an obvious first step (and one that doesn’t really seem like L&D at all), but a transparent conversation defining their new role, setting clear expectations, and aligning on goals
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How to Start Your Diversity & Inclusion Recruitment Effort

Now, more than ever, employees are not only passionate about diversity, they are expecting that their employers have an action plan on how to recruit diverse talent. However, most companies have no idea where to get started. We talked to over 50 companies about diversity recruitment and here are the most common ways teams have started.

1. Identify which perspectives are missing from your team.

To add more diverse perspectives, you need to know what is missing. The most common perspective that companies are looking to attract in 2018 is more ethnic and gender diverse candidates. Once you have identified what is missing, the goal is to augment your candidate pool with additional talent pipelines. By adding more talent pools, it will increase your chances of hiring more diverse talent. For example, if your team is looking to attract more women, did you know that there are over 35 women’s
Guide to Hiring
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Diversity: How to Create Open and Inclusive Workplaces [Podcast]

Building diverse and inclusive teams is a goal we should all strive towards. But how do you actually create an environment that fosters diversity? Ginny Fahs, co-founder of #MovingForward, explains how VCs can create a plan to foster diverse, inclusive and harassment-free workplaces. Applied’s co-founder & CEO Kate Glazebrook also joins us to discuss actions startups can take to remove hidden biases in the hiring process. Prefer to listen on iTunes? Access the episode here.
The post Diversity: How to Create Open and Inclusive Workplaces [Podcast] appeared first on OpenView Labs.

How the 2018 Equal Pay Act Stands to Impact Talent Sourcing & Hiring

Last quarter, OpenView hosted a community call with talent leaders across our portfolio to discuss the 2018 Equal Pay Act, which is rolling out in stages across various cities and states in the US throughout the year. Stephanie Walzak, a compensation specialist, led the discussion on how the Equal Pay Act stands to impact talent sourcing and hiring in months and years to come.  Below are our key takeaways from the discussion.

Equal Pay Act Overview

The Equal Pay Act, enacted by various states and cities throughout the US, intends to address the gender pay gap by ensuring that prior low pay does not continue compound as people seek new employment opportunities. For instance, under various equal pay laws, employers are prohibited from asking a job candidate their salary history. If salary history is publicly available, employers are prohibited from using this information to determine a compensation package. However,
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Culture Fit vs. Culture Add: Why One Term Actually Hurts Diversity

You just completed a 45 minute interview with a prospective candidate and your internal team holds a meeting to discuss their candidacy. The conversation almost always covers the candidate’s ability to do the job, their previous experience, and how quickly will they will be able to ramp up. Then, out of nowhere someone says, “I am just not sure they are the right fit for our company.” What does the right fit mean exactly? How is culture fit defined? According to Harvard Business Review:
“Culture fit is the likelihood that someone will reflect and be able to adapt to the core beliefs, attitudes, and behaviors that make up your organization.”
The problem with a hiring process built around “culture fit” is that it facilitates bias and leads to a homogenous culture. According to Lars Schmidt, Founder & Principal at Amplify,
“Culture fit has become a weaponized phrase that
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How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
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How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"