Whereby. People Partner. Whereby is a video conferencing tool. It’s the super simple way to connect over video. No apps, downloads, or long meeting links. Our second product is called Whereby Embedded. It’s the easiest way to integrate live video to your platform.

How big is it?

‍100 employees in total. People team is just 3 people + our leader COO.

‍Where are your teammates located?‍

People- 1 in Northern France, 1 in Toronto, and myself half Prague, half New York, Our leader is in Amsterdam.‍

What does your team do? What are you responsible for?‍

As people ops, we are building beautiful tech-enabled work experiences for an 100% remote company. We handle the entire employee lifecycle, from recruiting, contracts and onboarding to learning development, progression frameworks and off-boarding operations processes.

I am responsible for Marketing, Product, and Design teams.

A flexible, yet systematic set of values-aligned reoccurring events and processes that enforce social engagement and employee satisfaction. (happiness)

We aim to build a high performing team.

To do so we focus on a set of organizational wide principles that determine our approach to building remote programs. For example, an hour agnostic and autonomous approach to every key point in the employee lifecycle is then viewed from various angles and made tangible into a process or event and then measured for success.

We have analytical ways to measure happiness- by utilizing quarterly surveys and bi-weekly pulse surveys, regular People partner 1:1s with their teams and weekly manager to employee 1:1s. I think engagement is reliant on valuable live interactions with others and opportunities for people to be placed in cross functional events to give them a wider perspective of what’s happening in the organization.

Happiness is hard to measure though, it changes day-to-day and requires multiple inputs to ensure team happiness, so we focus on the things we as an organization can control by providing access and opportunity. Access to learn new skills and opportunities to grow in your career are our priority.

We also keep psych safety top of mind, with docs full of examples, management workshops and learning opportunities to help ensure we are speaking, writing, and giving examples of being yourself on Slack- whether thats sharing memes, share funny home videos, and speaking up and asking the tough questions to the org. Happiness is very broad and so we do our best to make things count in the best way possible.

Our biggest challenge is balancing the demanding needs of our business and these programs we implement- especially if they are live it requires time, effort and we are async so meeting live must really be important. Like with most learning and development programs we build it but we must regularly refer and integrate it in our lifestyles and sometimes life just gets really busy and we have to realign and ground ourselves on what we are here to do. In remote life it’s important to make every experience memorable and hopefully, covid-willing, we can have more live face-to-face moments to solidify all of the work we have done to be the light for our teams in these times of global darkness.

• Bi-annual week long virtual “offsite”.
• 2 Teams at a time in person onsite.
• 1 full company onsite (so far) coming this summer.
• Weekly friday game sessions- we call it fri-yays.
• Quarterly full day retros, and half day team games and icebreakers.
• Different resource groups virtual meetups.

Yes- GeoGuessr, Codenames, Scribbles, 2 truths and a lie, PechaKucha, guess who?: everyone types 2-3 statements privately (typeform or something) and you have to guess who you think it belongs to

Team meetings, not org meetings. Stop light on how we’re feeling.

• Anything Mckinsey
• Anything psychology related
• Leapsome- and their slack community PoPs
• 15five
• Lattice
• Brene Brown- anything she writes