“People Strategy” by Jack Altman delves into the importance of investing in people to build a thriving company culture. Altman argues that a robust people strategy is not just a human resources function but a key competitive advantage for any organization. By focusing on employee engagement, organizations can drive better business outcomes, improve retention rates, and foster a culture of continuous improvement.

Major Point: Altman emphasizes that a well-crafted people strategy is essential to the success of any organization. This involves aligning the company’s mission, values, and objectives with employee engagement initiatives.

Example: Altman discusses how Google has successfully embedded its mission (“to organize the world’s information and make it universally accessible and useful”) into its people strategy. This alignment has helped Google attract top talent and maintain high levels of employee engagement.

Actionable Step: Conduct an internal audit to ensure that your company’s mission and values are clearly communicated and integrated into all HR practices, from hiring to performance reviews.

Major Point: A compelling onboarding process is critical for setting the foundation for high employee engagement.

Example: Altman highlights how Twitter invests in a comprehensive onboarding program that includes not just training but also activities that help new hires assimilate into the company culture. New employees start their journey with a “Yes to Desk” program, which ensures they have everything they need from the moment they accept the job offer to their first day at the office.

Actionable Step: Develop a structured onboarding program that includes pre-boarding activities, a well-rounded orientation, and periodic check-ins during the first 90 days.

Major Point: Regular, structured feedback is indispensable for understanding employee needs and improving engagement.

Example: Altman describes how Netflix employs a “360 Review” system where employees provide anonymous feedback about their peers and managers. This not only helps in personal development but also strengthens the overall team dynamic.

Actionable Step: Implement a 360-degree feedback mechanism that allows employees to receive anonymous feedback from their peers, subordinates, and supervisors.

Major Point: Continuous learning and growth opportunities are key drivers of employee engagement.

Example: Amazon’s “Career Choice” program pays up to 95% of tuition and fees for employees to take courses in high-demand fields, even if the skills are not immediately relevant to their role at Amazon. This investment shows employees that the company is dedicated to their long-term success.

Actionable Step: Allocate a budget for employee development and encourage team members to take courses, attend workshops, or earn certifications that can enhance their skills.

Major Point: Recognizing and rewarding employees for their hard work and achievements significantly boosts morale and engagement.

Example: Altman mentions how Atlassian uses a platform called “Kudos” to publicly recognize employee achievements. Team members can give each other “kudos” which can be redeemed for various rewards or experiences.

Actionable Step: Create a recognition program within your organization where employees can easily give and receive accolades. Consider using a digital platform that tracks and celebrates these recognitions.

Major Point: Transparency in communication builds trust and makes employees feel valued and connected to the company’s mission.

Example: Buffer, a social media management company, is renowned for its transparency. They openly share everything from individual salaries to revenue metrics with all employees. This openness cultivates a sense of trust and unity.

Actionable Step: Initiate regular town hall meetings where company leaders share updates about business performance, challenges, and future goals. Make financial and operational data accessible to employees where possible.

Major Point: Organizations that promote work-life balance tend to have more engaged and productive employees.

Example: Altman points to how LinkedIn offers flexible work arrangements and encourages employees to take regular breaks and vacations. The company also provides wellness programs, such as yoga classes and mental health support.

Actionable Step: Implement flexible work policies that allow employees to balance their professional and personal lives better. Offer wellness programs to support employees’ mental and physical health.

Major Point: Effective leadership is crucial for cultivating an engaged workforce and achieving long-term business success.

Example: IBM’s leadership development program, “Blue Opportunities,” provides potential leaders with stretch assignments, in-depth training, and mentoring. This not only prepares them for future roles but also ensures that they feel valued and invested in.

Actionable Step: Identify high-potential employees and provide them with leadership training programs, stretch assignments, and mentoring opportunities.

Major Point: A diverse and inclusive workplace drives innovation and employee satisfaction.

Example: Altman highlights Salesforce’s efforts in diversity and inclusion. The company conducts regular reviews to ensure pay equality and has dedicated teams to promote workforce diversity.

Actionable Step: Conduct regular diversity audits and establish initiative groups committed to promoting an inclusive environment. Provide training on unconscious bias and cultural competence for all employees.

Major Point: Utilizing the right technology can streamline HR processes and enhance employee engagement.

Example: Atlassian uses tools like Confluence for collaboration and Trello for project management which aids in keeping employees connected and informed.

Actionable Step: Invest in HR technology platforms that facilitate communication, collaboration, and feedback, such as Slack, Microsoft Teams, or custom HR management systems.

Major Point: A strong employer brand attracts top talent and retains current employees.

Example: Altman discusses how Zappos markets itself not just as an online retailer but as a company with a unique, engaging work culture, which is a significant draw for potential employees.

Actionable Step: Work on your employer branding by sharing employee testimonials, showcasing company culture on social media, and gaining recognition through industry awards.

Major Point: Measuring employee engagement is crucial to understanding where improvements are needed.

Example: SurveyMonkey regularly conducts employee pulse surveys to gauge employee satisfaction and engagement. These surveys provide actionable insights that the company uses to make continuous improvements.

Actionable Step: Implement regular employee engagement surveys to gather data on employee satisfaction and areas for improvement. Use this data to inform your ongoing people strategy.

Major Point: A safe and inclusive environment allows employees to thrive and contribute their best work.

Example: Google’s psychological safety model ensures that team members feel safe to take risks and voice their opinions without fear of negative consequences.

Actionable Step: Train your leadership team to foster a psychologically safe environment by encouraging open communication and providing a platform for anonymous feedback.

Major Point: Change is inevitable, but managing it well can make or break employee engagement.

Example: Altman cites Netflix’s transition from DVD rentals to streaming. Leadership communicated changes clearly and involved employees in the transition process, which helped in maintaining high engagement levels throughout the shift.

Actionable Step: Develop a change management plan that includes clear communication, employee involvement, and regular updates to keep everyone aligned and engaged during transitions.

Major Point: Employees who feel their work has a meaningful impact are more likely to be engaged.

Example: Warby Parker engages its employees through its “Buy a Pair, Give a Pair” program, where for every pair of glasses sold, a pair is distributed to someone in need. This gives employees a tangible sense of purpose.

Actionable Step: Identify and communicate the broader impact of your employees’ work. Connect their roles to the company’s mission and societal impact.

In “People Strategy,” Jack Altman lays out a comprehensive guide for building a robust people strategy that prioritizes employee engagement. By focusing on areas such as alignment with the company mission, effective onboarding, feedback systems, development opportunities, recognition, diversity, and leveraging technology, companies can create an engaging and productive work environment.

Each actionable step provided throughout this summary serves as a practical guide for leaders and HR professionals looking to implement these strategies within their own organizations. By investing in their people and making culture a competitive advantage, businesses can ensure sustainable success and growth in the long run.