An early stage digital platform startup (eNPS of 72) has an 'open org structure' where 60% of people move into different roles every 6 months.
A social commerce soonicorn has monthly panchayat sessions with anonymous 'AMA' to hear different voices from across the org
A B2B e-commerce company does a 'manager barometer' every quarter to check-in on manager effectiveness. 85% of employees experience regular & effective 1:1s.
A growth stage startup (eNPS of 61) starts every critical meeting with a reflection of its purpose, values and success so far.
An unicorn fintech company from its early days has a policy of 'open door meetings'. Anyone can join in without an invite.
A growth stage startup uses the 'OKR' methodology to link company goals to individual goals.
An early stage B2B Saas startup reserves 15 min in its weekly All-hands to callout small wins from across the org.
A fintech startup with a consistent eNPS>60 has a "Skin in the game" approach to rewards. All employees have ESOPs, 15% of company has been reserved for employees.
An early stage startup (eNPS of 55) does 'hiring warroom' with regular check-ins on funnel & a strong competency driven debrief process
A growth stage startup does fortnighlty 30min manager/founder 1:1s where 10min is reserved for "Start Stop Continue"
