NEWSLETTER
The Snapchat Social Network Platform, owned by SNAP (BREAK) Recently, it has undergone important changes in its workplace.
Last year, Snap fired approximately 10% of its global workforce, or around 500 of its employees, in an effort to “promote collaboration in person” and “reduce hierarchy.”
During a recent one episode From the podcast “The Diary of A CEO”, Snapchat's CEO, Evan Spiegel, said he felt a “feeling of shame” as a leader when making dismissals.
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“I feel a great sense of responsibility for the members of our team, so when we disappoint them like this, those days are the worst,” Spiegel said.
He also doubled Snap's goal to eliminate the hierarchy within the company, claiming that focusing too much on work titles can prevent people from developing great ideas.
“The more your organization approaches around the hierarchy, I think the less focuses on the right things, which is how we make sure that great ideas from anywhere, arise and be built,” said Spiegel.
Snapchat CEO gives new employees a hard test
Spiegel also said that to promote innovation in Snapchat, it gives new employees to the company's design team an “almost impossible” task.
“(In) your first day, you have to present something …” said Spiegel. “Of course, on its first day when you have no context for what the company is working on, I have no idea what is happening, how the hell are you supposed to have a great idea? I want to say, it is almost impossible, but you have to show an idea your first day.”
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Spiegel said that the task causes creativity, which helps workers succeed in the company.
“On your first day, your worst fear has come true,” Spiegel said. “We are sitting there together, and we are seeing an idea that, ultimately, is not so good. I mean, sometimes they are quite good, but ultimately they are not so good, and I think it opens the door to creativity because it already happened, you already failed, the idea was not good.”
He said the company strictly meets the concept that “the best way to have a good idea is to have many ideas.” He also admitted that only 1% of the ideas that Snapchat design team launches are good.
Snapchat CEO test reflects a growing trend in the technology workplace
It seems that an increasing number of technological leaders is raising the bar in employee performance during a time when technology is quickly evolving due to artificial intelligence.
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Last year, Waze's co -founder, Uri Levine, revealed in a episode of the “Podcast of Lenny” that encourages employers under their leadership to give employees a 30 -day test to determine their future in the company.
If the performance of a new hiring in the company has been poor during their first 30 days at work, it encourages leaders to fire them.
“Every time you hire someone new, what I really want you to do is mark your calendars for 30 days on the way and ask you a question: 'Knowing what I know today, would this person hire?' '” Said Levine. “At the end of the day, I would like to nail that in 'yes' or 'no'.”
He said that if the answer is “yes”, employers must give the employee more capital in the company to “buy their loyalty for life”, but if the answer is “no”, they must be dismissed “immediately.”
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Goal (GOAL) That it has the popular social media platforms, facebook and instagram, also announced earlier this year that it is reducing approximately 3,600 jobs, which is approximately 5% of the company's workforce.
In an internal memorandum sent to employees, Meta's CEO Mark Zuckerberg said employment cuts are based on performance.
“I decided to raise the bar in performance management and move low faster,” Zuckerberg said in the Memo. “Usually, we administer people who do not meet expectations during a year, but now we are going to make more extensive cuts based on performance during this cycle.
Zuckerberg said that employment cuts arrive during a time when finishing focuses largely on developing ai, his smart glasses and “the future of social networks.”
“This will be an intense year, and I want to make sure we have the best people in our teams,” said Zuckerberg.
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