I was grateful to have the opportunity to contribute to the Spring 2016 HR People+Strategy Journal. Read my review on Bridging Organization Design and Performance, and while you are at it check out the entire issue!
No surprise, I’ve been reading the recent coverage on Dan Lyons’ new book with great interest and an eye on culture. As the title, Disrupted: My Misadventure in the Start-Up Bubble, would suggest, it is a negative portrayal of his time as an employee at Hubspot. His former employer had something to say about it too. To be fair, I’m including links to both perspectives so everyone can decide for themselves.
In my humble opinion:
1. All organizations, startups or otherwise, will always have more to learn about how to create and manage culture.
2. Organizational cultures should purposeful, clearly articulated, values based, and differentiated.
3. Communicated culture must match lived experiences or risk eroding trust and authenticity.
4. Culture should be consistent and integrated throughout the organization while also leveraging diversity.
Hubspot did some things right, and appears to be learning and improving on other things. Dan Lyons’ book created a catalyst for dialogue on the employee experience.
The reality is that there is only so much that can be understood about this particular case from the outside in. Hopefully organizations (and their people) will take this opportunity to look inward and influence their own context. That requires taking action and investing in people.
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