Commit cd22fa05 authored by Abby Matthews 's avatar Abby Matthews

adding issue links to culture page

parent 61252482
Pipeline #5972340 passed with stages
in 5 minutes and 46 seconds
......@@ -145,7 +145,7 @@ responsibility, willingness of team members to teach new team members, transpare
1. Make the handbook easier to navigate.
* People Ops has added an [Onboarding 101](https://about.gitlab.com/handbook/general-onboarding/onboarding-101/) page to help team members know where to start reading the handbook. In addition, we have added Standard Operating Procedures for different departments to make what you are looking for easier to find. Lastly, don't forget that there is a search function at the top of the handbook that can help you find exactly what you are looking for!
1. Spend more time learning the technical side of our product.
* Check out [GitLab University](https://docs.gitlab.com/ce/university/) to learn more about Git and GitLab. We will also be rolling out additional training on Git and GitLab during 2017 (Add Issue Link).
* Check out [GitLab University](https://docs.gitlab.com/ce/university/) to learn more about Git and GitLab. We will also be rolling out additional training on Git and GitLab during 2017 see [issue](https://gitlab.com/gitlab-com/peopleops/issues/126).
1. Refine the hiring process.
* We have revamped our [hiring process](https://about.gitlab.com/handbook/hiring/) to be more efficient. Our global recruiters are working hard to ensure that every candidate is kept in the loop about where they stand in the hiring process, and managers are not spending too much time in Workable reviewing candidates. If you have any questions please feel fee to reach out on the `#hiring` channel on Slack.
1. Refine the compensation principles.
......@@ -153,7 +153,7 @@ responsibility, willingness of team members to teach new team members, transpare
1. Focus on differentiating CE from EE.
* We plan to build features that are interesting for enterprises and replace existing products.
1. Focus on growth of team members within the organization.
* People Ops has instituted Grovo (individual contributor and management training), as well as Lattice (OKRs) to assist in the growth of team members within their position at GitLab. We will continue to strive to work with managers to develop team members at GitLab by drafting Personal Development Plans (Add Issue).
* People Ops has instituted Grovo (individual contributor and management training), as well as Lattice (OKRs) to assist in the growth of team members within their position at GitLab. We will continue to strive to work with managers to develop team members at GitLab by drafting Professional Development Plans see [issue](https://gitlab.com/gitlab-com/peopleops/issues/170).
1. More face-to-face meetings and ability to meet up with team members close by.
* Please expense travel to visit team members as described in [Spending Company Money](https://about.gitlab.com/handbook/#spending-company-money).
1. Adjust the team call format to include more regular functional group updates.
......@@ -167,7 +167,7 @@ responsibility, willingness of team members to teach new team members, transpare
1. Move unlimited vacation to a set amount so team members take their full vacation.
* We are taking a look at what the best option is in regards to a limited or unlimited vacation. We want to urge that team members take enough [time off](https://about.gitlab.com/handbook/#paid-time-off) to recharge! Unlimited vacation/taking vacation is encourage at GitLab. For information on how these developments are going, check out the open [issue](https://gitlab.com/gitlab-com/www-gitlab-com/issues/952)
1. Less downtime on GitLab.com.
* Our Infastructure team is always looking for new ways to improve the ownership of the things we ship. The team will look to have owners of services or features, and these services working will be the way they prove that they are actually delivering. Infstructure has also increased uptime to 99.91% in [December 2016](http://stats.pingdom.com/81vpf8jyr1h9/1902794/2016/12).
* Our Infastructure team is always looking for new ways to improve the ownership of the things we ship. The team will look to have owners of services or features, and these services working will be the way they prove that they are actually delivering. Infrastructure has also increased uptime to 99.91% in [December 2016](http://stats.pingdom.com/81vpf8jyr1h9/1902794/2016/12).
1. Casual and social interaction.
* We have instituted [Coffee Breaks](https://about.gitlab.com/handbook/#coffee-break-calls) to promote catching up with team members. Also, all team members are just a click away on Slack or a call away on the [Random Hangout](https://about.gitlab.com/handbook/#random-room).
1. Revise Workable Notifications.
......@@ -204,9 +204,9 @@ responsibility, willingness of team members to teach new team members, transpare
We also received a many responses stating we should not change or add anything, and that GitLab is an awesome place to work. This is great that team members feel this way, and People Ops will continue to strive to create a culture where team members are satisfied and engaged. Want to see where most of these changes were made? Check out the [issue](https://gitlab.com/gitlab-com/peopleops/issues/122)!
### Feedback from September 2016, and presentation of responses
### Feedback from September 2016, and presentation of responses
1. Please checkout this [presentation](https://docs.google.com/presentation/d/1LNJEGKc0e7FpE5N17c2haYhU2VVVHkgh70ToDjX3f3U/edit#slide=id.g188ff13e8d_4_1) to see what responses and changes were made as a result of the September 2016 survey.
1. Please checkout this [presentation](https://docs.google.com/presentation/d/1LNJEGKc0e7FpE5N17c2haYhU2VVVHkgh70ToDjX3f3U/edit#slide=id.g188ff13e8d_4_1) to see what responses and changes were made as a result of the September 2016 survey.
### Feedback from January 2016, and responses
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