The Ultimate Coda Handbook for People & HR Teams

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The Ultimate Coda Handbook for People & HR Teams

The Ultimate Coda Handbook for People & HR Teams

Notes

Notes from SSM

08/31/23

should use function-related terms. 1:1 versus team hubs

people read documents in the order of priority/interest. they are the following:

title

heading

pictures

quotes

text - Earn your right to read the text. no one is gonna read the sentence if the headline doesn’t get you there

what SSM would have imagined? thinking before he looks

kenny was more obvious. it’d be weird if it did not follow the recruiting funnel. role kick off> source> evaluate> close> onboard

life cycle is more obvious

people is tougher because not a lineal funnel

Is it inclusive of Recruiting?

No.

It says People team but can be HR.

People usually includes recruiting

one small thing: have recruiting be a page tab. This deserves its own document and link out. not just a note

After looking

SSM: (reading through list) what’s people operations?

RT: not a clear theme

SSM: people ops feel like very different things. all templates are so different.

SSM: at ritual CIO at Amplitude. Ritual of great IT teams. interviewed her day before dinner. quickly rattled off rituals. Shishir and Liz built the slides.

how to keep her team connected

employee spotlight, pass the baton. call out the next employee to describe yourself. nice descriptions

strategic planning: complex planning cadence (quarterly)

hat exchange fridays (empath for our customers) - sit next to others at work

traditionally seen as blockers to adoption.

reality: run teams of empathetic but not on the main line of what the team is doing

is there a frame that oriented around

stable core

serve your direct partners (rituals)

service your employees

EE, onboarding/offboarding together

budget planning could maybe be its own thing

helpful to google components of HR

like term human resources planning

litmus test: nav page should look like one of the google searches

ideally: it should map to the reports of the CHRO (they should each be able to hoard a page)

career progression and management: 1:1

past pattern when having a set of confusing things

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in my mind the people team stack looks like this

would not be afraid to have more than categories than less

the smallest is 7

succession planning: what Emmeline did was awesome

Spotify was just a slide. not nearly as thoughtful. didn’t feel like a system but an output

can be hidden under an area or top levels. Things you do with your Business Partner

Do it by audience: here is what your hub with your HRBP looks like.

downside of breaking by function, HRBP is all spread out

Mike Cho’s earn the right to be in strategic/more interesting conversations - automate the manual stuff

weird to have onboarding and not succession planning

decision-making is weird to me - running a values exercise would be better.

HR teams. give hubspots quote

product is the culture

the product we build is for the company

what we do to keep that engine running

we own the values and rituals of the company

easy obvious: pick one of the pictures and it make it be the lefthand nav

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Gallery

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