Check out what Tech Tribune has to say about Sift, and our exclusive founder feature with them about everything from Sift's origin story to what's next for us.
As organizations become more agile and distributed, maintaining an accurate view of where your people fit becomes increasingly challenging. The question becomes, how do we maintain an accurate and visually appealing representation of our constantly evolving organization?
There’s a lot of new attention focused on the employee experience and the experience of working remotely. Suddenly, everyone cares about the state of their organization’s digital workplace. But who actually owns the employee experience?
One of the most game-changing ideas floating around business circles in the past few years is the “internal gig economy.” But the way these gigs are run is pretty haphazard. You have strategic needs, you have talented people, so why aren't we doing a better job matching the people to the projects?
Before COVID-19, there were three elements of our basic employee experience: The physical experience, the digital experience, and the cultural experience. Now our employer’s ability to impact the physical experience is greatly diminished. This puts digital and cultural experiences front and center.
What do we all need to be successful employees today? The answer is a lot different today than it was in January. The events of 2020 have thrown workplaces into crisis mode, with employees working from home and feeling isolated and unsure. We’re all lonely, a little lost, and seeking connection.
Now more than ever before, we are challenged with transitioning the typical in office day to a virtual day at home. As a leader, understanding the emotions of the people you work with is an underrated skill that is now much harder due to the virtual setting we are in.
We condemn the recent murder of George Floyd and countless others. In the last week, steps forward feel as if they’ve been erased, or at the very least halted. So, we’re taking the time to reflect.
One of the keys to success is ensuring that team members are equipped with the right tools to be as productive as they would have been in the office. Remote work presents novel challenges that can require new tooling to address.
Announcing Skills Levels! This new feature adds a layer of depth to employee profiles by allowing everyone to better understand the levels of expertise of their colleagues.
Do you have one place where you can go to find helpful information about someone in your organization? We’ve found that in many organizations, the answer is no. So, why is having a single source important, and how do you start?
Part 1 of our three part series on the modern communication stack. This post covers the tools in the modern communication stack, and what tools you need to provide maximum value and engagement from your workforce.
We recently released a data report, analyzing usage of Sift on how a diverse workforce utilizes a modern people directory.
Like many of you, we’ve been inspired by the work of those on the front lines of the coronavirus pandemic.
It’s 2020 (hadn’t you heard?), and one of your company's new years resolutions is to do more team building activities.
In the pursuit of helping you demystify your company, we’re proud to announce our newest feature: Sift Explore.
Since Sift began, we have worked to uphold the principles of connectivity, collaboration, and inclusivity.
Dr. Pravir Malik is the definition of a Subject Matter Expert. We were fortunate to chat with him about his perspectives on enabling talent, empathetic technology, and the unique culture at Zappos.
We work hard to continuously improve the Sift experience, and recently have debuted two particularly exciting features. We’re jazzed to share them with you!
Working in sales is not easy, and selling has only become harder as the pace of change picks up.
Planning for the long game has always been a priority for successful enterprise organizations, but rarely has it been more essential than it is today.
What’s the most common piece of advice you’ve ever gotten about advancing your career? Odds are it’s “network, network, network.”
How do you decide who will work on your organization’s most important projects?
Whether it’s people retiring or taking a new position elsewhere, employee turnover forces organizations to confront the issue of knowledge transfer.
When you think of design, what comes to mind? Maybe a good app experience, or a compelling advertisement. A particularly elegant tool, perhaps, or an architectural wonder.
“Digital workplace” is a buzzword many of us are familiar with, and it’s often used interchangeably for all sorts of enterprise tech solutions. So what exactly is the digital workplace?
No matter what type of business you do, one fact will always remain the same: Your most valuable resource will always be your people.
Mergers and acquisitions. They’re a chance for organizations to join hands in reaction to market forces, so that both organizations can survive and thrive.
There’s a joke we used to say in the military: “We’re always ready to fight the last war.” It means that we’re never quite ready when we begin a new fight — we’re informed by our experiences with our previous engagements, and we’re not always as forward-thinking as we should be.
Meet John. He recently started at your company, but when assigned a project to design a new feature in his second month on the job. He has no idea who to ask for help, so he starts Googling to find the answer. What's wrong with this picture?
Is your organization powered by small teams? Research from Deloitte shows that a small team-based model is the most effective way for people to get things done. Small teams communicate more effectively and more transparently, and have fewer barriers to finishing tasks.
When we started Sift, it was just five of us in a coworking space. Sometimes it looked more like we were hanging out than actually working. Collaboration seemed to flow freely.
Meet your newest employee, Jennifer. She woke up Monday morning amped, ready to start her third week as a software engineer at your company. Finally, orientation is over. It’s time for her to start on her first project writing code.
The U.S. military is capable of planning and executing the logistics of massive operations with a speed the private sector can only dream of. If an org as large as the U.S. military can do it, then Fortune 500 companies should be able to follow suit.
When I was a Marine, I was assigned to a place called Camp Leatherneck. It's where I learned something I’ve found enormously valuable over the years: the importance of creative collision.
I’ve been thinking a lot about Valentine’s Day, how one time of year make some big gesture to honor that special person in our lives. But it's also how large orgs treat their employees, with a survey.
Real talk: Managers matter more than ever. Front-line managers make up over half of total management and directly supervise 80 percent of the workforce. How is your org developing its managers?