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The Ultimate Coda Handbook for People & HR Teams
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The Ultimate Coda Handbook for People & HR Teams
Notes

supercoda
Notes from SSM

08/31/23
should use function-related terms. 1:1 versus team hubs
people read documents in the order of priority/interest. they are the following:
title
heading
pictures
quotes
text - Earn your right to read the text. no one is gonna read the sentence if the headline doesn’t get you there
what SSM would have imagined? thinking before he looks
kenny was more obvious. it’d be weird if it did not follow the recruiting funnel. role kick off> source> evaluate> close> onboard
life cycle is more obvious
people is tougher because not a lineal funnel
Is it inclusive of Recruiting?
No.
It says People team but can be HR.
People usually includes recruiting
one small thing: have recruiting be a page tab. This deserves its own document and link out. not just a note
After looking
SSM: (reading through list) what’s people operations?
RT: not a clear theme
SSM: people ops feel like very different things. all templates are so different.
SSM: at ritual CIO at Amplitude. Ritual of great IT teams. interviewed her day before dinner. quickly rattled off rituals. Shishir and Liz built the slides.
how to keep her team connected
employee spotlight, pass the baton. call out the next employee to describe yourself. nice descriptions
strategic planning: complex planning cadence (quarterly)
hat exchange fridays (empath for our customers) - sit next to others at work
traditionally seen as blockers to adoption.
reality: run teams of empathetic but not on the main line of what the team is doing
is there a frame that oriented around
stable core
serve your direct partners (rituals)
service your employees
EE, onboarding/offboarding together
budget planning could maybe be its own thing
helpful to google components of HR
like term human resources planning
litmus test: nav page should look like one of the google searches
ideally: it should map to the reports of the CHRO (they should each be able to hoard a page)
career progression and management: 1:1
past pattern when having a set of confusing things
Screenshot 2023-08-31 at 2.58.54 PM.png
in my mind the people team stack looks like this
would not be afraid to have more than categories than less
the smallest is 7
succession planning: what Emmeline did was awesome
Spotify was just a slide. not nearly as thoughtful. didn’t feel like a system but an output
can be hidden under an area or top levels. Things you do with your Business Partner
Do it by audience: here is what your hub with your HRBP looks like.
downside of breaking by function, HRBP is all spread out
Mike Cho’s earn the right to be in strategic/more interesting conversations - automate the manual stuff
weird to have onboarding and not succession planning
decision-making is weird to me - running a values exercise would be better.
HR teams. give hubspots quote
product is the culture
the product we build is for the company
what we do to keep that engine running
we own the values and rituals of the company
easy obvious: pick one of the pictures and it make it be the lefthand nav

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