Learn from Duolingo's best practices (3/3) of MPLOYEE EXPERIENCE (3/3)

This article is by an independent venture capital, Genesian Ventures Investment Manager Wataru Mizutani.Click here for the original, and other articles can be read here.The Twitter account is @kokimizutani.If you need information such as the latest events of Genesia Ventures, from "Team by Genesia."

(Continuation from the last time)

While looking at the results of the survey, he is considering measures to improve EMPLOYEE EXPERIENCE, but I also asked Elise about the process and points for examining and execution.

I keep in mind three points to make the social program planning perfectly in Duolingo.

The first is the "topicality" that CEO values very important.For example, a few weeks or a few years later, I remember going on a Cancun trip, and I value the topic that I remember among my friends, saying, "That trip was the best" and "it was really crazy."

The second is "relationship building".It's not a cheap team building program that is common in the company, but an opportunity to nurture a connection ("Authentic Connection" that feels real for members.

The third is "fairness and comprehensive".It is necessary to consider the program, such as a person with a cheerful personality, a family living together, the presence or absence of a time difference, or his native language.

However, it is difficult to satisfy all of these items simultaneously when planning a program for all 400 employees.

So, I aim to find a connection that all 400 members feel real by combining multiple programs by combining multiple programs.

When formulating the program, the story of "topicality", "relationship building", and "fairness and comprehensive" was just nodded, saying, "I see."The tasteful is "topicality", an exciting organization event will be a story of the members, and after a long time, it will be a strong memory and a deep connection.I'm sorry.

In fact, Duolingo is working on several programs as follows in addition to Cancun's trip.

■ Interactive Care Packages:

A package filled with some theme such as "Outdoors" to the members from the company, the members participate in the activity using the goods and share photos on the Slack channel, so they enter the same space in the colona.Share the same experience between members without any of them.

h -tps: // b ぉ g.Tsunago.Ko M / Tinkin G -Ozu Te Te -Bo X -Eengagin G -Oo R -U -U -U -I -Itara C Choi -Kage C Kage S /

■ Fireside Chat Series:

This is an event where CEO talks to experts in a particular field, and it is a good opportunity for employees to learn new things.

■ Slack Parings:

Someone is assigned randomly on Slack and talks with each other.

■ Anniversary Celebration:

A company -wide celebration held on the founding anniversary.This is like a "good -looking party" for ourselves, and we do various activities for a week.We work on ZOOM, drink alcohol and share time.

Many measures have been taken out for only those introduced by ELISE, and the three points of "topicality", "relationship building", and "fairness and comprehensive" are fully satisfied with multiple measures.You can see that you are trying.

In addition, looking at SHO's tweet, there is such a wonderful gift project.。

A wonderful Christmas present has arrived from the company!Very good company 🎄 pic.twitter.com/evuk6dhv4q

—SHO@duolingo (@yearThatSho1) decementer 11, 2020

So how are these measures involving members, including management?

When making a big strategic decision, we talk one -on -one with CEO.

While listening to the results of the CEO for the event, we try to make a convincing strategy.The priority for me was to build connections with people and secure fairness, while the priority for CEO was topical.Therefore, it is very important that we cooperate and find a conclusion point.

Collaboration in the organization is very important.Among the departments that play a role in human resources of about 25 people, I am working on improving culture and career while belonging to about five sub -teams, and collaboration within the team is essential.In addition to the engagement survey, we are conducting a survey on programs for the company's company, and is improving while receiving feedback.

I think Duolingo is very lucky.

Because Duolingo founder has acknowledged the value of these programs since its first day, he has a lot of authority.

I'm supporting what I want to do and I don't have to spend time persuasion.Even if you need to persuade someone, if you think it's right, it's fun to come to the company, and there are some aspects that make you happy to work with your colleagues.

In terms of business, there is a sense of connection and psychological safety, which leads to the best job.There are data, indicators, surveys and research that supports that, so I explain business results such as productivity, collaboration, and innovation when I meet people who do not understand the value of these programs.doing.

ELOLINGO's understanding of the importance of EMPLOYEE EXPERIENCE's initiatives is a comment full of confidence in ELISE.It was very impressive that she was enjoying her work in Duolingo.

If ELISE's work is about to achieve business results, I think that the heat to each program will naturally increase by being shared not only throughout the management team but also throughout the organization.

If the members are shirake, each measure will also be counterproductive, but the fact that the state to dispel from such concerns can be created as a management as a business, is also Employee EXPERIENCE from the first day of its founding.I feel that it is one of the results I have worked on with the priority of.

■ EX POINTS ④

When formulating measures to improve EMPLOYEE EXPERIENCE, we value three points, "topicality", "relationship construction", and "fairness and comprehensive", and take multiple measures even after the number of members increases.The above three points are covered.The assumption that improvement of EX will lead to business results is shared throughout the organization, including management, and can cooperate with measures.

Finally, we asked ELISE for advice on Japanese startup founders and management teams aiming to improve EMPLOYEE EXPERIENCE and engagement.

My advice is to think about a program that suits my company because each company is different.If your culture has not yet clarified anything, we will formulate the OperaTing Principles used to make decisions and create a program in accordance with the Code of Conduct.recommend to.

By the way, Luis, founder and CEO of Duolingo, tweeted in 2018 as the company's Code of Conduct.

THREE Operating Principles We Use at Duolingo: (1) Our Mission and OURSERS COME FIRST;

- Luis von Ahn (@luisvonahn) August 14, 2018

Duolingo's Code of Conduct has been updated, and the above three points are as follows.

(1) Learners First. (Learners are the highest priority) (2) take the long view.

Regarding adoption, as an action example in accordance with the norms of (2), “We Keep Our Hiring Bar High, Even IT MEANS We DELAY FILLING THE ROLE IN THE SHORT TERM."" (Even if the role is delayed in the short term, the recruitment standards continue to be high. It is preferable to wait for the appropriate person in a long -term perspective).

In light of this code, for example, it can be seen that ELISE is creating measures based on an anonymous survey for members.

From another point of view, as a company, a certain management resources are set and the results are set to the results, and the recruitment criteria are set high and the team is composed of members that fit companies.It is necessary, but it matches (2) the codes of the conduct.

Regarding Duolingo's recruitment activities, it is described in detail in SHO's note that arranged this interview with ELISE, but it is an operation with a very high perspective of recruitment.Strict recruitment criteria and improvement of employee experience are more effective as a set.

One of the major management goals is that members who are excellent and indispensable for company culture will commit to the company for a long time, but in order to reach this goal.

"We are particular about recruitment → I will improve the members' EMPLOYEE EXPERIENCE for the members → become a company that can commit to excellent members for a long time → A company selected as excellent members → I will improve EX more → ..."

It is very important to turn the circulation.The fact that Luis has been priority in EMPLOYEE EXPERIENCE from the first day of its founding is also a reunion.

So it became a very long note.

As one of the best practices for the creation of US startups, I delved into Duolingo's efforts to improve EMPLOYEE EXPERIENCE.

I myself have not been well conscious of Employee Experience, so I have noticed that I have gained a lot of interviews with ELISE, so I took some time to chew and put together.I hope it will help you create an organization.

Thank you very much for Elise and SHO of Duolingo!(Duolingo app (Apple / Andoroid) should also download it!)