At Rethink Priorities we take an employee-focused approach. We do our best to ensure that our staff have relevant tools and resources to do their best work, while also having enough flexibility to maintain their work-life balance. Staff happiness is a high priority for us and one of our strategic goals.
Some aspects of our employee-centered approach include:
Competitive benefits and perks – we offer unlimited time off, flexible work schedule, professional development opportunities, stipends etc., which are available to full- and part-time staff, as well as our fellows/interns.
Opportunities to socialize, make decisions, and take on new projects – for example, we have monthly social meetings, we run random polls to solicit opinions/ideas from staff, and create opportunities for employees to participate in various initiatives, like leading a workshop.
Biannual all staff surveys – we collect feedback from our staff twice a year. The survey asks a series of questions about leadership, management, organizational culture, benefits and compensation, psychological safety, amongst others. The results are thoroughly analyzed and guide our decisions about how to improve our culture, moving forward.
Positive environment – we foster an inclusive and welcoming environment in which we encourage individuals to pose their questions, provide feedback, share thoughts, and raise concerns; additionally, we practice transparency at RP with regards to all aspects of our operations (e.g., decision-making, salary).
Internal processes – we continuously revise and/or develop internal processes and practices to ensure equity across the entire organization (e.g. we have recently audited our hiring procedures to increase equity and reduce bias when selecting candidates).
Reflection – we reflect on how we do our work, how we interact with one another, what culture we aspire to develop, and implement necessary changes.
I really appreciate your structured response :-) Would you happen to have any documents about the actionables behind each of these? Like this handbook at Valve? :D
*I ask because I’d be curious to learn about the actionable tips that others can replicate from your experience :-)
This is a great question! Thank you so much!
At Rethink Priorities we take an employee-focused approach. We do our best to ensure that our staff have relevant tools and resources to do their best work, while also having enough flexibility to maintain their work-life balance. Staff happiness is a high priority for us and one of our strategic goals.
Some aspects of our employee-centered approach include:
Competitive benefits and perks – we offer unlimited time off, flexible work schedule, professional development opportunities, stipends etc., which are available to full- and part-time staff, as well as our fellows/interns.
Opportunities to socialize, make decisions, and take on new projects – for example, we have monthly social meetings, we run random polls to solicit opinions/ideas from staff, and create opportunities for employees to participate in various initiatives, like leading a workshop.
Biannual all staff surveys – we collect feedback from our staff twice a year. The survey asks a series of questions about leadership, management, organizational culture, benefits and compensation, psychological safety, amongst others. The results are thoroughly analyzed and guide our decisions about how to improve our culture, moving forward.
Positive environment – we foster an inclusive and welcoming environment in which we encourage individuals to pose their questions, provide feedback, share thoughts, and raise concerns; additionally, we practice transparency at RP with regards to all aspects of our operations (e.g., decision-making, salary).
Internal processes – we continuously revise and/or develop internal processes and practices to ensure equity across the entire organization (e.g. we have recently audited our hiring procedures to increase equity and reduce bias when selecting candidates).
Reflection – we reflect on how we do our work, how we interact with one another, what culture we aspire to develop, and implement necessary changes.
I really appreciate your structured response :-) Would you happen to have any documents about the actionables behind each of these? Like this handbook at Valve? :D
*I ask because I’d be curious to learn about the actionable tips that others can replicate from your experience :-)