Via Business Insider:
We have what we call an "uncomfortable level of transparency" where we share information as if every employee was a [top] manager.
Our wiki exposes things like cash balance, burn rate last month, valuations, impact on dilution, customers we're talking to. Anything that the company is in a position to legally share, our default is to share it.
Even [the performance of] individual groups. If we have a group that's particularly struggling, we share it.
…
We have very animated debates on our internal wiki, even criticizing management decisions. I've had my share of flames on the Wiki, "Darmesh, that's just stupid." An employee just hired two weeks ago can flame the CEO and not get fired.
Points:
- “We want to increase the 'market value' of every employee.”
- “When someone moves on, we call it ‘graduating from HubSpot.’ We want them to look back at their time and say, 'that's the best I could have done’ to increase my career path and what I would be making.
- “We give people exposure to experiences they may not have otherwise. They can sit in meetings in other groups to learn about them; we have continuing education things where we bring in outside speakers; we try to think through, ‘what would make someone more valuable after they leave HubSpot?’
- “We have the HubSpot alumni group. Once a HubSpotter, always a HubSpotter. An ex-employee runs it. We'll give them the company update.”
