OG Tuesday Issue #125

YOU DO YOU

The new social platforms on the block

Mastodon Social

Their promise: “We will never serve ads or push profiles for you to see. That means your data and your time are yours and yours alone.”

3 characteristics:

• Independent
• Algorithm-free
• Ad-free

Polywork

Their promise: “Discover opportunities to collaborate with other professionals. Partner on side projects, speak on podcasts, beta test new apps & more. You’ll never be bored again.”

3 characteristics:

• Community-first
• Expression
• Collaborative

Hive Social

Their promise: “Bringing back what you used to love about social media in a new way. Profile music, text and image posts, polls, Q&A, and so much more!”

3 characteristics:

• Chronological display
• Individual curation
• Organic

BeReal

Their promise: “A new and unique way to discover who your friends really are in their daily life.”

3 characteristics:

• Authenticity
• Timeliness
• Intimacy

SuperNova

Their promise: “We are the first and only social network donating profits from advertising to incredible causes and charities.”

3 characteristics:

• Altruism
• Impact
• Inclusivity

Sunroom

Their promise: “A woman’s body, creativity, and money are her business, and we want women creators to have an entrepreneurial space that is really, truly theirs to own. A space that gives women more control and more freedom.”

3 characteristics:

• Unfiltered
• Expression
• Empowerment

TOGETHER WITH EVERGREEN

Recognize good work in your team while doing good for the planet

Evergreen is the only peer-to-peer recognition app that lets teams recognize a job well done, while planting trees for the planet.

Why we ❤️ Evergreen:

• 🔗 Integrates with Slack and Microsoft Teams
• 👌 User-friendly, with no learning curve
• 🌳 Allows your team to plant trees and offset C02 emissions
• 😌 Reminds you to give recognition, fostering positive vibes within your team

👉 Start feeling good about work

GET MORE SH*T DONE

Voice typing gets an upgrade

Voice typing has always had the potential to be a time saver. A recent Google Docs update could actualize that potential by making transcription smoother. In other words, your voice-to-text notes might more closely resemble what came out of your mouth than a hodgepodge someone might mutter in their sleep.

Revisit the possibilities of voice-to-text typing by opening a Google doc, heading to the Tools tab, and selecting Voice typing.

LEVEL UP

Explainer: Creating a culture of accountability

Accountability Facts and Figures

• About a quarter of workplace leaders believe 10-20% of their employees shirk accountability. [Monday.com]
• Most employees (84%) find leadership behavior a key influencer of accountability. [Monday.com]
• 21% of employees feel powerless to control the metrics they’re often held accountable for. [Forbes]
• 80% of employees report getting feedback only after things go wrong. [Culture.io]
• Nearly half of workers only receive feedback a few times a year or less. [Gallup]

But what is “accountability” anyway?

Accountability goes deeper than just meeting goals or hitting targets. Accountability means you don’t just follow the rules. You accept responsibility for a goal. You commit to making things better without being instructed to do so.

If you agree to let your child have a pet, you probably expect them to be accountable for taking care of said pet. Ideally, they don’t wait for instructions. They feed the pet because they know it must be hungry. They walk the pet because they know it needs exercise. That’s accountability.

In some ways, accountability is simply caring deeply about what you do. Or at least, caring about what you do, leads to accountability.

Culture of Accountability Basics

• Remember: The first step toward cultivating accountability is defining precisely what people are accountable for.
• Provide frequent feedback on the areas they’re accountable for. “Feedback can come from customer or employee surveys, ongoing project updates, key listening posts with critical stakeholders, or some combination of these,” say the experts at Gallup.
• Instead of holding people accountable, encourage them to practice holding themselves accountable. “While we are each responsible for practicing accountability before it is demanded of us,” writes Piper Anderson in the Stanford Social Innovation Review, “organizations can help individuals and teams practice accountability by implementing policies that prioritize accountability and make it a cultural norm.”
• Focus on relationships. “Relationships—not position—are the ultimate tool for influencing the performance of others,” writes Randy Pennington for the Society for Human Resource Management (SHRM) HR Magazine.

Want even more? You can take an entire class on Creating a Culture of Accountability With business and leadership growth coach Mark Green.

TOGETHER WITH MONDAY.COM

We Love a Good Template

 

We’ve compared monday.com to the Swiss army knife of project management softwares — and they’ve taken it up a notch by launching industry specific templates.

Here are some of our fave templates that you can use today (for free):

For HR & Recruiting:

• HR Requests
• Employee Engagement Survey
• Employee Recruitment & Onboarding
• Job App Form
• Cross Company Event Planning

For EAs/Admins/Operations:

• To-Do List
• Facilities Requests
• Event Planning

See more templates

WATERCOOLER TALK

Theoretically motivated

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SPILL THE TEA

Hooray, You Made It to the End of Our Newsletter!

Riddle me this: Poor people have it. Rich people need it. If you eat it you die. What is it?

⭐ Answer here.