Spotify is a growing company. Hyper growing, in fact. Because we are expanding our business. So we are constantly looking for new talent to add to the existing. Our brand is strong which works out well, a lot of great people want to work here. But even more important for our growth is how we […]
Our performance development approach is a combination of looking at performance, to see what is needed for the company to reach the goals we set up, and looking at the development of our people. We believe you can’t really separate the two. We don’t have any reporting back to HR, or any heavy performance […]
So we ditched OKRs* for individuals. (You can read why in this blog post) We tried some other schemes for a while and gradually realized that we needed to find our own way of working with objectives and performance on the individual level. We decided early on that the development of our people must be […]
In 2013, we decided to ditch our employee OKRs*. Don’t get us wrong. We are into objectives and priorities and data and making sure everyone is moving in the same direction just as much as the next tech company is. But there were three main reasons why OKRs on an individual level were not doing […]