Nearly a decade ago, I convinced my wife to sell everything we owned, stuff the rest of our belongings in storage, and buy one-way tickets to New Zealand when our daughter was 10 months old to take a careercation. While living out of two suitcases and visiting six countries, I was inspired to start TINYpulse with the simple idea that happier employees make happier parents, partners, children, ...
Diversity, Equity, and Inclusion (DE&I) efforts have really accelerated and taken off in recent years. In a 2021 survey of over 400 human resources managers, over 50% rated DE&I as a top priority for their organizations. Furthermore, our research surveyed over 1,000 employees corroborates this trend, and 73% of respondents shared that their organizations are committed to diversity.
Employees who were hired during the COVID-19 pandemic are struggling to get connected in the social fabric and culture of organizations in ways that may not be easily observed. This cohort is providing 34% less peer recognition than their counterparts from the previous year. What’s more, they are 20% less likely to acknowledge company values by tagging values to the recognition they do provide.
The following is the first email I sent to the entire company on March 1st, 2020 regarding the Coronavirus / COVID-19 situation in Seattle, WA where TINYpulse is headquartered and the epicenter of the US outbreak. I've included the email in its entirety below.
How much are you willing to change? Scratch that. How much are you willing to take action? As a leader, you need to be agile. There's no winning by staying stagnant on anything — from your culture to the ideas you implement. That's what day three at TED 2016 has taught me.
When you come to a conference like TED, you need to come with a sponge mentality — soak up or go home. Basically, you need to be ready to soak up every ounce of information and ideas in your surrounding environment.
It's not every day that you get the opportunity to surround yourself with the greatest and most progressive leaders in modern times. Needless to say, it can be overwhelming — but incredibly thought-provoking at the same time.
My name is David Niu, and I’m the Founder of TINYhr. I’m humbled that hundreds of organization around the world use our first offering, TINYpulse, to help engage their employees and make them happier. But TINYpulse almost didn’t happen. Over the last decade, I had been driving so hard professionally as the Founder of NetConversions and BuddyTV that I burned out. I ended up buying one way tickets to New Zealand for my wife, my 10 month old daughter, and myself to travel around the world on a careercation (career + vacation).
A common question that we get from TINYpulse administrators is if they can change the frequency of TINYpulses. With a weekly rhythm, some companies may not be able to effectively share the results, and other companies may want to better align the responses with their internal meeting tempo, which may not occur weekly. While the majority of TINYpulse users pulse weekly, we understand that it may not work for everyone.
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David Niu
