Job descriptions for companies are often so similar—and so boring. They consistently say the same kinds of things and give you zero idea about the personality of a company, what it’s like to work there, or what they value. Here’s what you can do to change it up AND some exciting news about joining our team.
Like most companies, we set big goals and we aim to hit them every quarter. It’s part of running a good business. But why is it that companies so rarely actually achieve the goals they set out? Here’s what we realized was off about our goal-setting process and what we’re doing to not only set good goals but to actually achieve them.
We just held our first day-long “quarterly reset” meeting and the results and outcomes were phenomenal. So phenomenal that I can tell you, with confidence, that they’ll have far more impact on our work than annual planning ever has. Check out our meeting agenda and see what was so special about it by reading on…
I’ve been thinking a lot about business development people and the pivotal role they play on our teams. More importantly, I’ve been thinking about all the ways we can (and probably should) do a better job of appreciating them—not only for what they do to add to our companies, but for what they put up with, too.
Your job might suck for a lot of reasons, and most of those reasons are likely valid. But one main reason for job hatred seems to trump all others—you just don’t like your bosses. Studies show this, too. The important thing, though, is your belief in your ability to impact change at your company and your relationship with your boss. Here are four myths you often believe about your boss, and how to work through them in order to create change.
“If you don’t know where you’re going, any road will get you there.” — Lewis Carroll This is one of my favorite quotes and I bring it up a lot in the office—usually when planning for projects or having other high-level discussions. It’s also something I think about a lot when it comes to how […]
Every year, I take some time to go completely offline. As I write this, I’m just getting back from this year’s time to unplug, where I spent a couple weeks with my wife and two girls in the Caribbean. I know I’m not alone in this, but it always seems to take about a week […]
What Not to Do This past week, my wife and I got the following email from the person who oversees our yard crew: First of all, he didn’t mention the problem to us last week, when it first came up. Second, his tone, attitude, and overall demeanor here seem to be on the attack. Unfortunately, […]
When I think about onboarding and the HR process for new employees, what normally comes to mind are PowerPoint presentations, cringe-worthy videos from CEOs, nondescript rooms with fluorescent lighting, or forced trust-building exercises. But here’s what we do when we bring new team members into the GAN family.
We’ve conducted a lot of interviews in the last several weeks. And, in the process, we’ve had the chance to meet a lot of incredible people. But, there’s one thing none of them seem to be able to know how to answer—and it’s a really big deal.