Hi! My name is Raj Kawa and I am the Manager of Talent and Culture at Myplanet. We specialize in headless commerce, customer data, and retail data platforms. With over a decade of experience in shaping how organizations use technology, we’ve had the pleasure of working with great brands such as New Balance and Harry Rosen on crucial projects. We’re passionate about doing work that has an impact on people’s lives beyond today — we want to pioneer the adaptive experiences that will define the future of digital experiences. Looking for a new role? We’re hiring!

As the Manager of Talent and Culture, I have two main functions. First, I own the full-cycle recruitment process. This has multiple focus areas such as: (1) championing and crafting our talent attraction strategy; (2) elevating the recruitment function; and (3) leading and mentoring the recruitment team. Second, I help support culture initiatives. This includes things such as: (1) being a champion for the culture and values; (2) supporting diversity, equity and inclusion initiatives; and (3) supporting or leading initiatives such as employee engagement.

How big is it?

‍Today, we’re an integrated team of over 130 individuals, spanning over 12 countries. The Culture team at Myplanet has 5 team members. The Head of Practice Development & Training and I report into the Director of Culture. On my team, there is a Senior Technical Recruiter and a Talent Sourcer & Culture Coordinator.

‍Where are your teammates located?‍

Our Culture team is located across Toronto, Ottawa, Calgary, and Buenos Aires. ‍

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

The Culture team continuously evolves the employee experience to strengthen the morale & overall engagement of our people. Key focus areas include: (1) strategic internal communication; (2) remote effectiveness; (3) learning and development; (4) employee lifecycle journey; (5) performance development; (6) diversity, equity and inclusion; and (5) recruitment and talent acquisition.

Trust and autonomy. Inclusivity and belonging. Transparency. Recognition. Social environments. Learning and collaboration. And more. These are some of the main components that make a strong remote culture. Nonetheless, organizations and leaders need to continuously learn, listen to their people, and look at data to understand how to make a team thrive.

I practice all the aforementioned components that build a strong remote culture.

Trust and autonomy. Successful relationships are built on trust. I like to focus on outcomes as opposed to hours worked. When teams are working remotely, not only is it important to give your team the freedom to manage their own projects and schedules but also you should echo this as a leader. As a leader you have the opportunity to set an example with a flexible work schedule through things such as blocked off time in your calendar for “gym time” or “focus time.” Additionally, emphasizing autonomy is key. The more you can empower your team to work on their own, the more they’ll find meaning in what they’re doing.

Inclusivity and belonging. It is crucial to foster an inclusive environment where team members feel safe and have a sense of belonging. Focus on the whole person. Take time to get to know your team members but also demonstrate vulnerability as a leader and open up yourself. Everyone is going to have their own spice mix to bring to the table so it's important to: (1) understand each individual's needs and take action accordingly; and (2) encourage and acknowledge diverse perspectives.

Transparency. Keep regular, transparent, and open communication with your team. Share what is going on in the business, with your own work, and any other crucial information they should know.

Recognition. Give kudos, gratitude, and share feedback! It can be something as small as a thank you note, or something more thoughtful like sending them a package with their favorite goodies!

Social environments. Create social environments where your team can bond. I like to take time at the start of meetings to catch up before getting into the agenda. I’ve played with different ice breakers, or shared my screen with some fun music or videos. On top of that, we have meetings dedicated to checking-in on how things are, talking about the weekend, or just any casual catch ups. Also, I put focus into other social gatherings and team events such as game nights or lunches.

Learning and collaboration. Be intentional about mentoring and developing folks on your team! I adjust my approach to each individual's needs. Collaboration and consistent communication is also key. Having tools where you can effectively work synchronously and asynchronously sets the team up for success.

Finding creative ways to show your team that you care! When working in an office, I could decorate a desk on a work anniversary or go for a walk with a team member when they’re having a hard day. Working remotely, you have to get creative. It’s important to consistently check-in with your team and show them that you care!

Within our own team, we have social hours and run events that can cultivate a social atmosphere. Additionally, we have expensed monthly lunches and coffee meetings. Organization wide, we host weekly talks where folks can speak on anything from their pet to a project they completed. Also, we have in-house health and wellness programs including weekly meditation practice and regular mindfulness training opportunities. Additionally, we have quarterly alignment weeks where the whole week is focused on team building and learning events such as cooking classes or yoga sessions.

Yes! The most popular ones have been our own customized trivia.

Yes definitely! I find folks like the ones where you really get to learn something about someone such as: what is your favorite item you bought this year? Another fun one we had a crack with was trying to guess each other's heights! Also, we end our Monday meetings with a virtual high five, and we end our Friday meetings with a virtual cheers. Those meetings have time carved out to socialize and learn more about each other. Little actions like this can foster a feeling of togetherness.

Slack is something we use heavily. We’ve got lots of great stuff from a kudos channel to channels on cooking, pets, or outdoor adventures.

Definitely. I love to feed my curiosity and learn new things. As a leader, it is important for you to understand what is tried and true but also what is new and trending. Additionally, you need to understand where your gaps are and what you need to learn.

There are multiple avenues that I like to do this: (1) HBR subscription, Harvard publishes thought leadership in multiple areas such as managing teams and diversity; (2) Blinkist is a great book summary app that can quickly feed your growth and help you pick what books you should invest in; (3) following reports from industry leaders in your field such as LinkedIn and Culture Amp; and (4) other learning resources such as Audible, Podcasts, Kindle, and TED Talks.