Steven Galanis

Ich wette, dass jede Person, die für uns gearbeitet hat, diese Mission beurteilen könnte. Unsere Werte, du weißt, rollen den roten Karpfen, act like an owner, kämpfen für Simplizität. Das sind Dinge, die im DNA verbunden werden. Das ist das Wichtigste. Viertens ist das Arbeitsempfehlungsengagement.

Ich wette, dass jede Person, die für uns gearbeitet hat, diese Mission beurteilen könnte. Unsere Werte, du weißt, rollen den roten Karpfen, act like an owner, kämpfen für Simplizität. Das sind Dinge, die im DNA verbunden werden. Das ist das Wichtigste. Viertens ist das Arbeitsempfehlungsengagement.

Ich wette, dass jede Person, die für uns gearbeitet hat, diese Mission beurteilen könnte. Unsere Werte, du weißt, rollen den roten Karpfen, act like an owner, kämpfen für Simplizität. Das sind Dinge, die im DNA verbunden werden. Das ist das Wichtigste. Viertens ist das Arbeitsempfehlungsengagement.

Dies kann von Dingen wie NPS betrachtet werden, aber am wichtigsten ist, ob die Leute, die für dich arbeiten, die beste Arbeit ihrer Karriere machen. Wenn sie die beste Arbeit ihrer Karriere machen und ihr habt Produkt-Markt-Fitz und es gibt Leiter, die sie genießen und sie lieben die Mission, Vision, die Werte der Firma, dann was werden sie tun? Sie werden nicht weggehen, richtig?

Dies kann von Dingen wie NPS betrachtet werden, aber am wichtigsten ist, ob die Leute, die für dich arbeiten, die beste Arbeit ihrer Karriere machen. Wenn sie die beste Arbeit ihrer Karriere machen und ihr habt Produkt-Markt-Fitz und es gibt Leiter, die sie genießen und sie lieben die Mission, Vision, die Werte der Firma, dann was werden sie tun? Sie werden nicht weggehen, richtig?

Dies kann von Dingen wie NPS betrachtet werden, aber am wichtigsten ist, ob die Leute, die für dich arbeiten, die beste Arbeit ihrer Karriere machen. Wenn sie die beste Arbeit ihrer Karriere machen und ihr habt Produkt-Markt-Fitz und es gibt Leiter, die sie genießen und sie lieben die Mission, Vision, die Werte der Firma, dann was werden sie tun? Sie werden nicht weggehen, richtig?

Und in der Tat, anstatt wegzugehen, werden sie den meisten talentierten Menschen, mit denen sie jemals gearbeitet haben, zu sagen, kommt her und arbeitet in Ihrer Firma. Right. So employee engagement is so critical. And, you know, probably the best leading indicator of your employee engagement is, you know, doing something like an employee NPS for, you know, once a once a year or twice a year.

Und in der Tat, anstatt wegzugehen, werden sie den meisten talentierten Menschen, mit denen sie jemals gearbeitet haben, zu sagen, kommt her und arbeitet in Ihrer Firma. Right. So employee engagement is so critical. And, you know, probably the best leading indicator of your employee engagement is, you know, doing something like an employee NPS for, you know, once a once a year or twice a year.

Und in der Tat, anstatt wegzugehen, werden sie den meisten talentierten Menschen, mit denen sie jemals gearbeitet haben, zu sagen, kommt her und arbeitet in Ihrer Firma. Right. So employee engagement is so critical. And, you know, probably the best leading indicator of your employee engagement is, you know, doing something like an employee NPS for, you know, once a once a year or twice a year.

You do an employee voice survey, like find out anonymous, you know, one to ten. How likely are you to recommend us as you know, as an employer, you know, ask some specific questions, get feedback. It's absolutely critical. Und dann, you know, the fifth one. And by the way, these are stacked ranks. These are in order. Right. The fifth one for a long time, people probably thought was the first one.

You do an employee voice survey, like find out anonymous, you know, one to ten. How likely are you to recommend us as you know, as an employer, you know, ask some specific questions, get feedback. It's absolutely critical. Und dann, you know, the fifth one. And by the way, these are stacked ranks. These are in order. Right. The fifth one for a long time, people probably thought was the first one.

You do an employee voice survey, like find out anonymous, you know, one to ten. How likely are you to recommend us as you know, as an employer, you know, ask some specific questions, get feedback. It's absolutely critical. Und dann, you know, the fifth one. And by the way, these are stacked ranks. These are in order. Right. The fifth one for a long time, people probably thought was the first one.

But the fifth one is keep the lights on. Right. And and that's, you know, fundraising. It's budgeting. It's, you know, making the hard decisions when you have to, if you need to cut, reduce OPEX. But those are the five things. And, you know, if you have the money and you have product market fit and you've got great leaders and you've got.

But the fifth one is keep the lights on. Right. And and that's, you know, fundraising. It's budgeting. It's, you know, making the hard decisions when you have to, if you need to cut, reduce OPEX. But those are the five things. And, you know, if you have the money and you have product market fit and you've got great leaders and you've got.

But the fifth one is keep the lights on. Right. And and that's, you know, fundraising. It's budgeting. It's, you know, making the hard decisions when you have to, if you need to cut, reduce OPEX. But those are the five things. And, you know, if you have the money and you have product market fit and you've got great leaders and you've got.

internal communication and alignment and you've got employees that are highly engaged, like that is the recipe for a, you know, a truly world-class organization. And that is the type of thing that, you know, I strive to do every day. Like sometimes I've fallen short and not been able to execute on all that. But those are the things I work on every day.

internal communication and alignment and you've got employees that are highly engaged, like that is the recipe for a, you know, a truly world-class organization. And that is the type of thing that, you know, I strive to do every day. Like sometimes I've fallen short and not been able to execute on all that. But those are the things I work on every day.

internal communication and alignment and you've got employees that are highly engaged, like that is the recipe for a, you know, a truly world-class organization. And that is the type of thing that, you know, I strive to do every day. Like sometimes I've fallen short and not been able to execute on all that. But those are the things I work on every day.

Ja, schau, wenn du, wenn du, da war in der Zero Interest Rate Umgebung, richtig? Three guys in a pitch deck could get funded. But at the end of the day, if you find product market fit, if you have something that people want, you're going to be able to find capital. It's really, really rare that I see founders. I see founders all the time talking, oh, it's so hard to fundraise, blah, blah, blah.

Ja, schau, wenn du, wenn du, da war in der Zero Interest Rate Umgebung, richtig? Three guys in a pitch deck could get funded. But at the end of the day, if you find product market fit, if you have something that people want, you're going to be able to find capital. It's really, really rare that I see founders. I see founders all the time talking, oh, it's so hard to fundraise, blah, blah, blah.