People management library
Hundreds of people management resources for people teams, managers, executives, and employees.
The Ultimate Guide to Feedback
Build a feedback culture at your company
Claire Hughes Johnson: How Stripe's COO approaches company building
Stripe’s Chief Operating Officer, Claire Hughes Johnson, talks about her mindset when making organizational decisions, her hiring and onboarding practices, and the real source of power when it comes to leadership.
Josh Bersin: How HR has evolved over the past 10 years and what happens next
Josh Bersin of Deloitte breaks down traditional ideas of HR using research, surveys and case studies to highlight innovation, potential, and change in the industry.
How to Ask Your Manager for Feedback
Asking your manager for feedback is an essential part of getting what you want out of your career. But asking someone to be honest about your shortcomings seems painful.
Managers, Here's How to Run a One-on-One
A 1:1 meeting is an ongoing feedback strategy to keep both the manager and the employee updated on the employee’s progress, an opportunity to develop employees’ skills, and gives the employee a chance to discuss workplace challenges with their manager.
HR’s Guide to Performance Review Questions
How you structure performance review questions will have a significant impact on your next review cycle and the data you collect.
Katelin Holloway on How Reddit Approaches People Ops
Reddit's VP of People illustrates what a modern people operations team looks like, details how to build an end-to-end employee experience, discusses the role of culture, and explains why Reddit doesn't negotiate salaries.
Kim Scott: How to Give Candid Feedback
Kim Scott, former Google exec and Apple University faculty member, shares how managers should approach giving feedback and how to build a culture of trust.
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People Management Overview
People management starts with the hiring process -- understanding what you want a new hire to add to your team, your company, and your culture. Beyond the onboarding process, people management skills are about keeping track of how your employee is feeling as they navigate the workplace, and how best to maximize their good feelings towards their work. To understand how to manage people, it’s not just about what the employee says is or isn’t working for them -- it’s also assessing their emotional state. Often, the answer is in small details -- when they come into work, how they hit their goals (or not), how they receive feedback, what they talk about during one-on-ones, how their peers describe them in performance reviews, what they choose to share in status updates, how and when and if they are praised, etc. It’s only when you look at all these people management elements do you get a full picture of how your direct reports are feeling.
How to use feedback to be a better coworker
The key is to be intentional.
The Challenge of Being the First HR Person At Your Company
It's a tough job, but you're going to be great at it.
5 Techniques for Staying Focused at Work
It's so easy to get distracted, so find out how productive people keep from getting sidetracked.
5 People Management Skills Every Manager Needs
People management hinges on your ability to connect with and understand others, but high emotional intelligence isn't everything.
How HR Can Keep Slack a Safe, Productive Space
Here are some common problems that HR faces in keeping Slack a safe, productive space for both them and their company, and how to address them.
5 Conflict Management Skills For Every Manager
Conflict management can be one of the hardest parts of a manager's job.
How To Talk To Your Manager About Work Burnout
Burnout at work is widely acknowledged as an “employee crisis” that could be to blame for a slew of problems for companies, and their employees.
Brad Holliday of Caravan Health: “It’s important for me to stay in touch with employees. You rarely find me in my office.”
Brad Holliday is the Chief People Officer at Caravan Health. Here, he shares stories from his 30 years in HR, and how they’ve informed his HR philosophy.