Employee onboarding

🙂We made our 'Work Playbook' to show what we’re all about and to provide tools, goals and guidelines for how we interact and work with each other. We encourage you to read through this session and ask us as many questions as possible.

We want you here because together we can make the web a better place. We’re always evolving and thinking about what’s next and you’re a big part of that. Got a suggestion? An idea you want to implement?

🔥 Let’s make it happen!

At our organization we want to ensure everyone feels safe, valued, respected and empowered and this is a big priority for us. We just ask everyone in our team to be responsible for their words, actions and actitude.

Words not only affect us temporarily; they change us, they socialize or unsocialize us. - David Riesman

So here are a few of our core values to encourage everyone to work together and create a safe and bold environment:

🦸‍♀‍ People first.

Work is work and everyone is busy. Even getting things done on-time is important we always believe that there are other priorities. We believe that our team should drop everything if someone needs your help. For the same reason we recommend to practice empathy and to ask questions like " How can I help? " How are you sleeping?" " Are you eating enough? " to their co-workers.

😳The imposible.

We believe that no problem is impossible. If a problem doesn't have a solution, it's not a problem. If someone says something is difficult, or impossible, ... start by asking: "What would need to be true to make it possible?"

💫 Yes and,..

When was the last time you shared and idea with a group of people and everyone said yes? I barely remember! We believe that empowering people to come up with suggestions and ideas is crutial if we want to be a cutting-edge company and for that same reason we encourage you to use the sentence "Yes and" instead of " No, because..." or "Yes but..."

🥇Learn, re-learn and share your knowledge.

By the time you finish reading this, a new technology or system has been changed and will change the way the things work. Take time to learn, read and listen.

🕴 Be honest, talk frankly, be bold and act quickly.

👁️‍🗨️ Perceive and don’t tolerate problems. Inventing and implementing solutions for them — move us forward.

🦾 Be loyal to the common mission and not to anyone who is not operating consistently with it.

🤷‍♂‍👨‍🎓 Don’t let loyalty to people stand in the way of truth and the well-being of the organization.

🤓 Be extremely open and use transparency to help enforce justice.

🧞‍♂‍Pay more attention to whether the decision-making system is fair than whether you get your way.

🥷 Think like an owner and expect the people you work with to do the same.

Individuals asked to stop any inappropiate or exclusionary behaviour are expected to comply immediately. If her/his behaviour doesn't change, our company retains the right to take any action to keep our workspace a safe environment for all team members.

Contact (EMAIL) whenever you feel:

👉 Two pizza rule: No meeting should have more than two pizzas could feed.🍕

👉 Honor expertise: Be aware of your strengths and defer and trust each other when the conversation turns to their expertise. 🌠

👉 Meeting agenda: All meetings should include an agenda. If the meeting doesn’t include an agenda people can choose to do something else with their time. Is that more work? Yes! That’s the point — We only have meetings if it is truly needed.

👉 ‘No Meetings [Friday] ‘ norm is designed to give people more control of their calendars and more time to work without interruptions.

👉 If it is your meeting to run, manage the conversation. Make it clear who is leading the meeting and whom it is to serve. Watch out for assertive ‘fast talkers’ and for ‘topic slip’ — and be careful not to lose personal responsibility via group decision-making.

Norms are guidelines that help define how the team members will interact, work and communicate. Norms help to clarify the expected behavior of each individual, provide a fair process and prevent unnecessary conflict. Do you agree?

The average person spends at least 50 hours in meetings a month. 😮😰That is a lot of time!

For that reason, we want to make sure that when we schedule a meeting, we prepare for it first and spend enough time defining the types of questions and information we will be sharing during the meeting. That means if you are the person scheduling and leading the meeting, you are responsible for preparing the meeting and for the outcome of the meeting.

Now, leading meetings effectively is an art.👨‍🎨 We know that! And it takes time to get better at it, but we know you can shine at it if you follow these three tips we encourage you to follow. 🧡 The framework is called OFQ and was created by Ro Fernandez, an expert in productivity and collaboration. She found that there are three things that make a meeting productive.

It stands for Objective (what you want to achieve), Feelings (how do they feel about it), and Questions.

👆The first one is that the objective of the meeting is defined and shared with everyone who is going to the meeting.

🤞The second one is to capture or evaluate how people feel about that objective or topic. Do they care? Is this important or a priority for them now? Are they excited? This should inform you who are the right people for this and if you are moving in the right direction or if this shouldn't be a priority now.

🤌Then, finally, ask questions. No! Not all questions are good! The typical questions like "Do you have any comments? Do you have any questions?" those don't really count. When we encourage you to ask questions, we want you to ask questions that will help you tap into people's knowledge and experience so that you can achieve the objective of the meeting. So if you had to ask three key questions, what questions would you ask to achieve the objective of the meeting?

Watch this video to learn more or read this blog post to learn about all the details.

Now, even if we make our meetings very productive, we know that since COVID and in the last few years, the number of meetings we have has increased. This has many causes, and without going into the details, it is important that we are more conscious about when we don't want to wait for a meeting and when and how we can lead meetings asynchronously. 🔥Yes, asynchronously! That means that you can collaborate with your team, gather feedback, review information, and so on without scheduling a meeting. Here is how in this video. But also, I recommend you read this blog post.

Tools you will need:

👏Remote work comes with many perks but also requires a particular skill set and a new work culture. Maybe you have experience working remotely or maybe you are learning and developing these new habits.

We know that remote work doesn't work if organizations are not educating their teams, re-thinking their culture and processes and using the right tools.

In fact, organizations working remotely and not following best practices are feeling the following symptoms:

The good news is that when you get good at working remotely and you use tools like Nova to guide the team, collaborate, provide feedback, etc - working remotely becomes the flexible, fun, productive and prefered way to work.

One of the biggest mistakes people make is not taking care of their space and their health. When working from home, it's easy to merge the feeling of home and work life. To be able to work remotely long-term we need to take care of a few things:

We are social animals and working remotely quickly triggers feelings of exclusion and loneliness, but here are a few tips to override this:

The most significant difference between managing a remote team vs a in-person team is the communication and management skills. We are talking less and writing more, but we are also using tools like Nova to guide teams asynchronously. So as leaders or team members we need to be able to be proactive and to avoid making assumptions.

"Thereis no truth, only perception" 🙃👀

Don't make big assumptions. Somethings are obvious to you but are not obvious to other people. Describe exactly what your mean, or what you need - but also take enough time to evaluate your message and the communication channel you are using.

Here are a few tips:

Remote management requires a shift in mindset from focusing on reports' time to focusing on their output, so focus on providing clear deliverables, processes so teams can deliver great solutions with confidence.

A few tips:

Do you have any questions?

Holding regular and meaningful one-on-one meetings to support your team is essential. Use this time to talk about things outside work too and learn and 'admire' each team member. 👩‍🚀🧑

About one-on-ones:

Sounds good?👀

Here is a quick reminder. Mark each step as completed once you are done. ✔👇 Including this one. 🙏

You should receive a personal email with your email account and login information.

👉Go to gmail.com and log in with those credentials.

Before you continue reading this, I would recommend to open your google calendar 📅 to see all your scheduled meetings.

We want you too feel comfortable using these tools so here are a few tips:

We use Asana to manage our tasks and our execution phase and Nova during the🔥 ideation and strategic phase.

Watch this video and get familiar with Nova.👀

If you are not familiar with Asana and Nova, contact [Name] and schedule a training session.

Here is a knowledge repository. Feel free to take some time to read these materials. This will be here for you for whenever you are looking for something to read or learn.

Which one would you be reading?

These materials are not a "Must-read" but we would love to learn more about what type of topics you will enjoy learning about in the future.

[🦸🕵️‍♂‍🧑‍🌾 Who should they get in touch with?Why? When? How?]

Please schedule an email with the following key team members. These individuals will help you learn more about the team, recommend other people you should know about, and will be able to answer your questions. Once the meetings are scheduled, mark them as done by selecting them.

Share a little bit about yourself and avoid only describing yourself as "what you do at work". you are not just a marketing manager or an engineer, you are the things you care about, the people you love, the things that inspire you, and the things that brought you here. What characteristics define you?

What are you an expert in? "I am the go to person for..."

Your project due date is tomorrow morning and you need to deliver the project to the client but it is not ready. What would you do? Send the project tomorrow or submit the project late but perfect?

You can only choose one option! What would you choose and why?

When you’re in an environment that supports your job personality, you act and feel more productive. According to research, if you can match your job personality type and work environment, you can improve your success and satisfaction. You can choose one or more options.

The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.

We are sharing 13 factors with you. Select 3 options based on your priorities.👇

We believe that clarity is one of the most powerful tools we can give you. That’s why from day one, we want to be as transparent and supportive as possible about how your success is measured, how we’ll support your development, and what opportunities lie ahead.

🔍 How Your Work Will Be Evaluated

You’ll have a clear understanding of what success looks like in your role. We’ll walk you through the key performance indicators (KPIs) relevant to your position—these are the signals that show us (and you) whether your work is having the right impact. This helps you take initiative, spot opportunities, and confidently suggest new ideas.

💡 What Attitudes, habits and Behaviors We Value

We care about results—but also how we get there. That means things like collaboration, ownership, adaptability, and living our company values. Your approach, your attitude, and your ability to work with others all matter. We’ll talk about what this looks like in real situations so you’re never left guessing.

🤝 What Kind of Collaboration to Expect

Every team is different, and we want to be clear about how we work together. You’ll know what kind of communication, collaboration, and decision-making we expect—so you can build strong relationships and avoid misunderstandings early on.

🔄 How and When You’ll Receive Feedback

You’ll never be in the dark.

We’ll let you know:

🎯 How Rewards and Recognition Work

If there are any performance-based rewards, bonuses, or benefits tied to outcomes, you’ll know exactly what they are and how to unlock them.

We want you to feel confident in what you’re working toward—and know how your effort gets recognized.

🚀 Your Growth Path

Of course, we’ll also be sharing a clear picture of your potential growth here—what your career path could look like and the skills you’ll need to move forward. We’ll provide the tools, feedback, and support to help you take the next step, whenever you’re ready.

We’ll walk through all of this together—openly and with plenty of room for questions. You’ll also have access to supporting documents like our benefits overview and career development guide.

Bottom line: you deserve to know what’s expected, what support you’ll receive, and how you can grow.

We’re here to set you up for success, every step of the way.

Add [ key performance indicators (KPIs) relevant to your position ]

That means things like collaboration, ownership, adaptability, and living our company values.

What are the non-negotiables?

How often you’ll receive feedback

What kind of feedback to expect—both recognition and growth conversations

What areas we’ll be focusing on when we evaluate performance