Erin Meyer explains the keeper test and how it can make or break a team.
- There are numerous strategies for building and maintaining a high-performing team, but unfortunately they are not plug-and-play. What works for some companies will not necessarily work for others. Erin Meyer, co-author of No Rules Rules: Netflix and the Culture of Reinvention, shares one alternative employed by one of the largest tech and media services companies in the world.
- Instead of the 'Rank and Yank' method once used by GE, Meyer explains how Netflix managers use the 'keeper test' to determine if employees are crucial pieces of the larger team and are worth fighting to keep.
- "An individual performance problem is a systemic problem that impacts the entire team," she says. This is a valuable lesson that could determine whether the team fails or whether an organization advances to the next level.
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Maybe it's time to show this report your employer?
- Microsoft Japan recently completed its experimental "Work-Life Choice Challenge Summer 2019" program.
- The program involved giving employees five consecutive Fridays off, cutting the duration of meetings, and encouraging online chats instead of face-to-face ones.
- Some research echoes Microsoft Japan's recent report, suggesting that cutting the workweek can boost productivity.
What's one way for a tech company to boost sales, increase employee satisfaction and cut overhead costs? Switch to a four-day workweek.
That's the takeaway of a new report from Microsoft Japan, which recently wrapped up its experimental "Work-Life Choice Challenge Summer 2019." The experiment involved giving employees five consecutive Fridays off with pay, limiting meetings to 30 minutes or fewer, and encouraging online messaging as opposed to face-to-face chats.
In addition, some employees worked three-day weeks and were allowed to work remotely. The company also provided financial assistance to employees for "expenses related to self-development, family travel expenses, social contribution activities, etc."
In the new report, Microsoft Japan compared data on sales performance and other metrics from this summer to the same months last year. Compared to August 2018, the results showed:
- Number of pages printed in August 2019: -58.7%
- Rise in sales per employees in August 2019: +39.9%
- Amount of "30 minute meetings" in August 2019: +46%
'Karoshi' and karojisatsu'
About 92 percent of employees said they liked switching to the four-day workweek. That's perhaps unsurprising for a company based in Japan, where the severe work culture requires many people to work overtime for little to no extra pay, sometimes leaving them dangerously exhausted. In fact, being overworked to death — by stroke, heart attack, etc. — is common enough that the Japanese have a word for it: karoshi. There's also a word for workers who commit suicide due to work-related stress: karojisatsu.
Stories of karoshi and karojisatsu — such as a 31-year-old journalist who logged 159 hours of overtime in the month before she died of heart failure — have encouraged Japan to pass laws promoting work-life balance, including caps on overtime hours. Still, critics of Japan's work culture argue the regulations — some of which allow employees to work 100 hours of overtime in a month — don't go far enough.
But, like Microsoft Japan, some companies have taken matters into their own hands, passing strange policies to discourage overwork, such as making employees wear purple "embarrassment capes" if they work too late, or flying music-playing drones around the office to announce it's time to leave.
More broadly, research suggests that cutting the workweek and making schedules more flexible can boost productivity and employee satisfaction. The Harvard Business Review, for example, reported that a Chinese travel agency saw a 13-percent increase in productivity when it allowed call center employees to work remotely. In New Zealand, one company permanently switched to a four-day workweek in 2018, leading to a 24-percent productivity increase.
Richard Branson's utopian vision of the workweek
"The idea of working five days a week with two day weekends and a few weeks of holiday each year has become ingrained in society. But it wasn't always the case, and it won't be in the future. Could people eventually take three and even four day weekends? Certainly. Will job-sharing increase? I think so. People will need to be paid the same or even more for working less time, so they can afford more leisure time. That's going to be a difficult balancing act to get right, but it can be done. If it works for individuals and works for businesses, everyone would want to spend more time with their loved ones, more time exploring their passions, more time seeing the world outside of an office and more time getting healthy and fit."
The power to predict the next revolution keeps companies on top.
- In 1965, Intel co-founder Gordon Moore observed that the number of transistors placed in an integrated circuit doubles approximately every two years, meaning computing power doubles while the size of devices shrink. This is known as Moore's law.
- IBM was king of the heap in the 1950s, says physicist Michio Kaku, however it failed to read Moore's law as a sign that supercomputers would be replaced by smart phones — handheld devices that contain more computing power than NASA at the time of the Moon landing.
- Microsoft rose up in IBM's ashes by predicting the age of personal computing, but they too failed to account for an exponential change: the internet. The next revolution is 5G and AI, and companies who are setting themselves up for that future will be the ones who rise to the top.
Hackers look for open doors. If your personal data isn't protected, it's that much easier to compromise your identity.
- Legendary con-man-turned-FBI-consultant Frank W. Abagnale breaks down the 2017 Equifax data breach.
- Hackers were able to access the personal data of millions of Americans through faulty software — and they might wait years before using the stolen social security numbers and dates of birth.
- Abagnale blames Equifax for this oversight. If a company is entrusted with an individual's personal data they need to do a better job of protecting it. "Hackers don't cause breaches, people do," he says.
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