Leveraging SLACK and Google suite. Communication is foundational so we have regular team huddles and leverage Zoom recordings to ensure there is a record of what was agreed. We start projects with the RACI framework to ensure everyone knows what part they are going to play. Managers are held accountable to have at a minimum monthly checkins and company wide we encourage quarterly checkins. We host “after action reviews” following critical projects or new process launches to ensure we explore what worked and what didn’t so that every voice is heard and that we look back at how we worked together.
Our executives and leaders demonstrate CORE leadership: compassion, optimism, resilience and engagement. We start the year by validating and aligning our goals and OKRs. Monthly during our All Hands Meeting we spotlight a team or individual that is driving an innovation and our CFO presents the company results quarterly. Each new employee receives an invitation to participate in our employee engagement survey and we do a weekly pulse. Our employees feel connected and informed about what’s happening in the company regularly.
Our engagement survey and weekly pulse survey. Employees share their feedback weekly on how things are going at the company. Monthly I report the results during our All Hands Meeting. All comments are anonymous so employees feel safe to share concerns. Additionally, each team has their own team meeting cadence which includes “whats working/whats not”. We are very much still in start up mode because we continue to drive the importance of everyone having a voice and creating the space for all to feel safe to use it.
Our mentoring and coaching. I launched a mentoring program for our Women at SessionAI with great reviews and now cascading broadly throughout the org. I believe that if our leaders are strong then our employees will benefit. Therefore, I had an external vendor facilitate leadership development training for leaders focused on coaching and feedback in India and the US. We are piloting the 9 Box methodology to help managers better define how they can add value to their employees individual development plans.
Our values aren’t aspirational they are just how we do business. We take every opportunity to remind our employees of how are values show up each and every day in our work. We don’t need posters to remind us. We hire with value alignment in mind so our employees join with an expectation of what it looks like to work and live our values.
We calibrate performance so employees know that their performance is being looked at fairly. We recently launched the STELLA awards which is an employee nomination program that allows peers and manages alike to nominate each other for their exemplary behaviors. OfficeVibe has a “good vibe” feature so employees can send positive notes of inspiration and recognition. We do a global walking challenge “Walk with Me” that really brings out lively competition. Lastly, we have several SLACK channels: “Cowbell” when we close a deal, “Duolingers” those learning a new language, “Fun” everyone shares their interests and hobbies and of course our beloved “Pets” channel.
Living and breathing IDEA (integrity, dream big, excellence and all for one) since she originally co-authored them. She recently added how she views them behaviorally- she wants our culture to thrive so that we treat each other with respect, all experience personal growth, foster open communication and experience a shared success. The team has given positive feedback on her add on of what it looks like to live our values.
Access to Wellness and Mental Health providers as well as a subscription to CALM, Future Family, which provides financial assistance to families dealing with costly infertility, will and trust preparation services. I think this speaks to our culture: everyone receive stock options. We talk a lot about winning as a team and it helps when everyone knows that they are owners in the company. We offer pet insurance and an employee referral program. Employees get to share their great experience and get paid for it. Salaries and benefits are globally aligned so there isn’t a feeling of “have or have not”.
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A Message from Debjani