1. Innovation Strategies from New Tech Companies
Steven Huang

2. Median Growth: 15-40%
Median Funding: 77m
What’s a “New
Tech” Company?
Learning Objectives:
1) Differences in
Engagement Scores
2) Why it Matters
3) Innovative Strategies to
Consider
Median Age: 8 Years
Median Size: 300 employees
2016 New Tech Benchmark
150+ Companies; 100,000+ Respondents

3. 50
60
70
80
Work Life Blend Teamwork & Ownership Innovation Leadership Learning & Development Collaboration & Communication Recognition
60.5
68.068.4
71.3
72.5
76.0
79.0
What’s special about New Tech companies?
• Employees have a more positive perception at New Tech companies vs. Non-Tech companies
-5.7
-4.7
-5.0
-7.0
-6.6 -5.3
-6.8
New Tech
Non-Tech

4. Does it matter?
• Engagement measures tie to business outcomes
Intent to Stay Pride Recommendation Motivation
+4 +5 +7 +9
Item:
New Tech:
1

5. Case Studies of Innovation Strategies
• What does it take to emulate these strategies in other organizations?
Culture of
Transparency
Employee
Trust
Analytical
HR Team
Full Lifecycle Analytics
Yelp
Department Customization
WhiteWave Foods
Quarterly Pulsing
Optoro Logistics
Manager Accountability
Cotiviti Healthcare
Executive
Sponsorship
Employee
Trust
Culture of
Transparency
Analytical
HR Team
Executive
Sponsorship

6. WhiteWave Foods
Plant Based
Beverages
CreativeSupply Chain Sales FinanceAccounting
Career Opportunities Career Development Brand Connection Recognition Alignment Communication
Resource Allocation Feedback Decision Making Team Cohesion Accountability Autonomy
Accessibility Innovation Taking Action Accessibility Learning Opportunities Recognition
Leadership Information Customer Relationship Taking Action Work/Life Balance Personal Growth
Innovation Systems & Processes Systems & Processes Leadership Resource Allocation Work/Life Balance
Department
Customization:
WhiteWave Foods
Employee
Trust
Culture of
Transparency
Manager Effectiveness:
• Recognition
• Feedback
• Prioritization
• Clear expectations
• Informed
Consider adopting for:
• Diverse workforces
• Making action plans relevant
at the local level
Additional Benefits:
• Leaders listen to their teams &
craft flexible surveys
• Manager expectations are
clearly set across the company

7. 30 Day Mark Annual Final Two Weeks
17 Rating-Style Questions
4 Multi-Select Questions
37 Rating-Style Questions
3 Qualitative Questions
14 Rating-Style Questions
5 Multi-Select Questions
Analytical
HR Team
Employee
Trust
ExitOnboarding Engagement
Engagement
Hiring Process
Motivation to Join
Tools & Logistics
Enablement
Initial Experience
Learning & Development
Collaboration & Communication
Engagement
Company Performance
Feedback & Recognition
Enablement
Leadership
Learning & Development
Social Connection
Collaboration & Communication
Alignment & Involvement
Teamwork & Ownership
Management
Work & Life Blend
Engagement
Motivation to Join
Motivation to Leave
Timing of Intent to Leave
Learning & Development
Alignment & Involvement
Career Advancement
Management
Inclusivity
Full Lifecycle
Analytics:
Yelp

8. Join: Yelp’s Brand &
Mission (67%)
Career Opportunities (+8)
Development of Skills (+7)
Access to L&D(+15)
Genuine Manager Interest in
Career Development (+22)
Join: Yelp’s Brand & Mission
(75%)
Onboarding:
Tools/Logistics (90-96%)
Offboarding: Consider for <1
month; different career
Strongest Drivers
(Correlation):
Long Term Career
Opportunities
Opportunities for
Development & Growth
Strongest Drivers
(Correlation):
Training, Tools, Resources
Performance Goals
Information During Hire
Full Lifecycle
Analytics:
Yelp
Analytical
HR Team
Employee
Trust
Consider adopting for:
• Visibility into workforce like no
other - the ability to answer
any question that leadership
may want
Additional Benefits:
• Supplementing with
lightweight Manager
Effectiveness assessment
• Seamless onboarding and exit
survey program
ExitOnboarding Engagement

9. Quarterly Pulsing:
Optoro
FocusonEngagement
Q1 Q2 Q3 Q4
Launch
Data Analyzed
Results Communicated, Reports Distributed
Decline in Attention
Pulse Pulse Pulse
Analytical
HR Team
Executive
Sponsorship

10. -10.0
-5.0
0.0
5.0
10.0
June September December
Quarterly Pulsing:
Optoro
Consider adopting for:
• Accountability
• Steady growth/low turnover
Additional Benefits:
• Engagement becomes a part
of business
• Managers are empowered
• Continuous feedback culture
Recognition
Management
L&D
Leadership
Analytical
HR Team
Executive
Sponsorship

11. Manager
Accountability:
Cotiviti
Salesforce
HR & Survey Team
Senior Leadership Team
Department Leaders
Managers
Executive
Sponsorship
Culture of
Transparency

12. Salesforce
Motivation
Pride
Understand Strategy
Work Alignment
Recommendation
Intent to Stay 25
24
20
19
17
13
Consider adopting for:
• Accessibility & Speed
• Encouraging Transparency
Additional Benefits:
• Continuous feedback culture
• Engagement becomes a part
of business
• Managers are empowered
Executive
Sponsorship
Culture of
Transparency
“The actions that will be taken to make positive changes in my work area
have been shared with me”
Manager
Accountability:
Cotiviti

13. “New Tech”
Playbook
The
Full Lifecycle Analytics
Yelp
Department Customization
WhiteWave Foods
Quarterly Pulsing
Optoro Logistics
Manager Accountability
Cotiviti Healthcare

14. Take Action

15. Questions? Connect:
email: stevenh@cultureamp.com
linkedin: thestevenhuang
More Resources:
www.PeopleGeeks.com
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People Geek Slack Channel: http://bit.ly/pplgeekslack
Steven Huang
Strategist, Data & Insights