The exponential growth of organizational drag can sometimes mean that further staffing will create problems at a greater rate than it solves them.
Those days were marked by a style summarized by the company’s notorious compass: Move Fast and Break Things. This approach worked… until it didn’t.
As you scale up your learning program, you’ll run into issues. These are good problems to have. Here, we’ve outlined a few helpful cases to keep in mind.
By now you have a rich calendar of learning events. Training is happening. How do you know if it’s working?
How best to promote internal courses and learning events that help unblock your people.
There are pain points in your organization. And there are people who can share best practices that would help others. These people are your heroes.
Experts are rarely acknowledged. This is a mistake. Here’s how to celebrate them and promote their invaluable know-how.
Internal systems are aren’t always clear. That tool or process lacks easy-to-find documentation. So, how do you uncover these pain points?
Peer Learning Framework is the best practices to create a culture of learning in your organization. This framework came out of building Twitter University.
Since Shopify went 100% remote, their Latinx ERG at Shopify created a vibrant globally-distributed virtual community to help support and engage employees.