What’s In A Ranking: Behind Asana's Top 5 Best Place to Work Award
Below is an article originally written by Ashley Waxman at PowerToFly Partner Asana, and published on October 30, 2018. Go to Asana's page on PowerToFly to see their open positions and learn more.
We're excited to share that for the second time in a row, Asana has been named a Top 5 Best Place to Work by FORTUNE and Great Place to Work. We're especially proud of this achievement because it's the fourth award we've received from these two organizations this year: #1 Best Workplace for Technology, #1 Best Workplace in the Bay Area, and Top 20 Best Workplace for Millennials. We're in great company, with our customers Thumbtack, Quora, Pluralsight, Yext, and Carbon Black also making the list!
From the beginning, Asana was built with a deliberate, intentional culture. It takes a village, and every single Asana plays a pivotal role in building, growing, and scaling our culture, helping it evolve to meet the needs the business. (Part of that role is making sure we're also having fun in the process, too.)
The process: How we measure up
This award means a lot to us because of the particular methodology that Great Place to Work uses to evaluate the thousands of organizations that participate. The first is getting insights directly from employees.
85% of the award is determined based on unfiltered feedback from anonymous employee surveys. The surveys measure employees' feelings of trust and their ability to reach their full potential at Asana, along with innovation, values, and leadership effectiveness. For us, seeing that 100% of Asanas report having great pride in what they do is a huge achievement in and of itself.
Participating organizations are also evaluated on key business metrics: Do they show consistent, growing financial performance and a strong business trajectory? After all, a great culture can only get you so far if it fails to support the business' ability to drive results, which in turn helps every employee recognize the value and impact of their work.
With every year we've participated in Great Place to Work, our business performance has only gotten better. Just last month, we announced six straight quarters of accelerating growth rate, which is now pacing around 90% year over year, and 50,000 paying customers. As our co-founder and CEO Dustin Moskovitz said, these achievements are "a testament to the value we place on ensuring that our employees are connected to our mission, to help humanity thrive by enabling all teams to work together effortlessly."
Top 2018 insights: What makes Asana a great workplace
Every year, Great Place to Work publishes a summary of insights on the biggest trends they see across the best workplaces. Above all, they find that, "A great workplace is one where you trust the people you work for; have pride in what you do; and enjoy the people you work with."
To give you a peek behind the scenes and a taste of what life is like at Asana, we wanted to show how we measure up to these trends by sharing some of the key parts of our culture:
1. People trust their leaders at the Best Workplaces
Trust is something that we believe goes both ways — leaders create the structure that allows everyone at the company to thrive and build a trusting environment. At Asana, we create a culture of trust by taking and giving full responsibility. Asana is an experiment in the idea that the responsibility should be distributed among a great team of peers who respect and trust each other. We practice this through areas of responsibility (or AoRs). We action AoRs by using our own product to create clarity around who's doing what, by when.
Through these practices, 99% of Asanas report that "management genuinely seeks and responds to suggestions and ideas." There are no sacred cows at Asana, and no egos — everyone at the company is directly responsible for something that affects the business, and those responsibilities are distributed across individual team members, not just senior leadership.
2. Great employers spur innovation
Great Place to Work takes business trajectory and financial stability into account, as those factors typically result in more innovation, which in turn creates a challenging, more exciting work environment. We think of innovation across every aspect of the company—from how we grow and scale, to the technology we use, all the way to enabling our customers to be more innovative.
We love to see how our product is helping our customers deliver on their missions faster and more efficiently. Like Connected Care Group, who is dedicated to preventing the 60,000 deaths that occur in the United States every year from drug overdoses. They were able to save their business by using Asana to roll out agile processes in a timeline of months instead of years. Or Viessmann, at the forefront of digital transformation, who uses Asana to enable the entire organization to have mobile, user-friendly access to important company information at any time.
Our mission is all about improving collaboration so that teams can focus on the work that matters most, which means more time for creativity and pursuing new ideas. In fact, 99% of Asanas report great challenges as a reason they love working here. The complexity of delivering our product visionfor millions of users in over 195 countries brings massive challenges and even better rewards.
3. Fun at work drives retention
Challenging work and a growing market opportunity leave us pretty busy, so it's important that we have the space to enjoy each other's company and celebrate wins or learn from failures together. With every major product, marketing, or company launch, we host a big happy hour in our theater with drinks, food, and sometimes life-sized arcade games. On Fridays, our culinary team makes a special dessert for everyone to enjoy just because. It's no surprise that 99% of Asanas report having great rewards and a great atmosphere.
We love working here, and we think you will too
We're so proud of what our team has achieved so far, and there is no shortage of opportunity ahead. It's a special time to be at Asana, and we're growing our team all over the world in San Francisco, New York, and Dublin, across Engineering, Product, Sales and Marketing, Recruiting, and more. Check out all of our open roles and be a part of this exciting journey.
Kiana Labuhn, Recruiter at S&P Global, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
How Bumble’s Director of Engineering Learned to Be Herself at Work—and Encourages Team Members to Do the Same
Rose Hitchcock found out she was pregnant with her third child halfway through the process of interviewing to be Director of Engineering at Bumble.
She told the team at the social media and dating app and that didn't change their plans to hire her. "They were completely fine with it, really supportive," says Rose.
You've met some of them—maybe they're your family, friends, classmates, or coworkers, or perhaps you identify as neurodivergent yourself.
Sharing inclusivity, not stereotypes, at Raytheon Technologies<p><br></p><p>"Raytheon Technologies and our Raytheon Alliance for Diverse Abilities (RADA) Employee Resource Group (ERG) is committed to trying to bring focus on invisible disabilities, as they are among the most misunderstood. Autism/neurodiversity isn't a mental illness and we recognize how important it is to bring awareness, be inclusive of everyone and avoid stereotypes. During Autism Awareness Month RADA is featuring a multi-regional presentation about Autism Awareness & Acceptance, as well as neurodiversity overall. The presentation is focused on educational information, including what Autistic people want in terms of inclusion and meaningful work, as well as dispelling common misconceptions."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/raytheon-technologies" target="_blank" rel="noopener noreferrer"><em>Raytheon Technologies</em></a>.</p>
Hiring a world-class workforce at the National Geospatial-Intelligence Agency<p>"The National Geospatial-Intelligence Agency recently launched the Neurodiverse Federal Workforce (NFW) pilot program, a collaborative effort between NGA, MITRE, and Melwood. The NFW pilot aims to help government agencies hire neurodiverse talent for U.S. Federal Government agencies. 'NGA mission success is contingent on a world-class workforce with a wide diversity of opinions and expertise,' said NGA Deputy Director Dr. Stacey Dixon. 'Neurodiverse talent can bring new perspectives to the NGA workforce and make important contributions to the mission.' The pilot is a great learning opportunity for NGA to continue to grow and improve our first-class workforce."</p><p>Learn more from the podcast "<a href="https://www.podcastone.com/episode/The-National-Geospatial-Intelligence-Agency-takes-workforce-diversity-in-a-new-direction" target="_blank">The National Geospatial Intelligence Agency Takes Workforce Diversity In A New Direction</a>"</p><p><em>Learn more about the </em><a href="https://powertofly.com/companies/national-geospatial-intelligence-agency" target="_blank" rel="noopener noreferrer"><em>National Geospatial-Intelligence Agency</em></a><em>.</em></p>
Supporting each individual's preferred environment at Elastic<p>"We distribute anonymous surveys that allow anyone, including neurodiverse folks, to address potential barriers that we should address.</p><p>Our accessibility working group acts as an employee resource as well as an equity-seeking team that works to create and develop a disability inclusive workplace at Elastic.</p><p>The majority of our Elasticians work from home. Our hope is that this empowers neurodiverse employees, including those who may be on the spectrum, to have more control over their environment so that they can manage noise and light sensitivity, control their personal space, and manage their own schedule to reduce anxiety."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/elastic" target="_blank"><em>Elastic</em></a><em>.</em></p>
Pioneering neurodiversity at Freddie Mac<p>"Freddie Mac values the insights and different perspectives that result from employees bringing their authentic selves to work. Our Office of Inclusive Engagement works with several organizations to identify qualified candidates, consider them for suitable roles and pair them with mentors who can help them adapt to an evolving new normal. In 2020, we evolved our neurodiversity internship initiative into a more robust training, education and hiring process called 'Neurodiversity at Work' to directly place candidates with Autism Spectrum Disorders into full-time roles."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/freddie-mac" target="_blank" rel="noopener noreferrer"><em>Freddie Mac</em></a><em>.</em></p>
Decoding inclusion at MongoDB<img class="rm-lazyloadable-image rm-shortcode" lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTk0NzE2OC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYzMDY3MTY2MH0.Q-ko6g65MC-epHBrx_vr6k9v-lSawHH5jfhPWOVTozI/img.png?width=980" id="a4487" width="1112" height="626" data-rm-shortcode-id="a686a88d639ff3a91a5a4f6b455ce0cc" data-rm-shortcode-name="rebelmouse-image" /><p>"MongoDB supports the neurodivergent community through interview accommodations, providing new hires the opportunity to select equipment and denote special requests, and onboarding checklists broken down into useful sections. To raise awareness about neurodiversity in the workplace, we have a learning and development (L&D) platform which has content on collaborating with different working styles. Our L&D Program focuses on building skills in managing teams inclusively. We also host Decoding Inclusion, a series of events aimed at building community and sharing foundational knowledge about D&I topics, including neurodiversity, to further our understanding of differences."</p><p><a href="https://www.mongodb.com/blog/post/why-now-cool-time-different-steph-johnson" target="_blank">Read more about how MongoDB celebrates difference in this interview with their VP of Corporate Comms</a></p><p><em>Learn more about </em><a href="https://powertofly.com/companies/mongodb" target="_blank" rel="noopener noreferrer"><em>MongoDB</em></a><em>.</em></p>
Encouraging allyship at Folsom Labs<p>"At Folsom Labs, we are passionate about building a culture of acceptance and inclusion. Our goal is not just to spread autism awareness but to strive to be allies and elevate the voices of those with disabilities. Now more than ever, this is important as many are facing the added weight of mental health and wellness challenges due to the pandemic. Encouraging allyship throughout the community and building a culture where everyone can thrive are at the forefront of our current initiatives. We are proud to celebrate Autism Acceptance Month — to set a stage where we can celebrate our differences and continue to create a space of inclusion and support."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/folsom-labs" target="_blank"><em>Folsom Labs</em></a><em>.</em></p><em><br></em>
Recruiting for diverse problem solvers at Dell Technologies<video controls id="7ebf6" width="100%" class="rm-shortcode" data-rm-shortcode-id="d5c114fad218a953432630dfe99716b2" expand="1" feedbacks="true" mime_type="video/mp4" shortcode_id="1617842842194" site_id="17377755" url="https://roar-assets-auto.rbl.ms/runner%2F23124-Neurodiversity_Shortform_0325.mp4" videoControls="true"> <source src="https://roar-assets-auto.rbl.ms/runner%2F23124-Neurodiversity_Shortform_0325.mp4" type="video/mp4"> Your browser does not support the video tag. </video><p>"Dell's Neurodiversity Hiring Program provides professional development training, internships, and full-time career opportunities for neurodivergent job seekers. The program rethinks the traditional interview process by removing barriers that may limit an individual from fully showcasing their skills and capabilities. Additionally, program participants benefit from job coaching and mentorship provided by our community partners and True Ability ERG members.</p><p>A variety of critical positions across the company have been filled through the program. In doing so, we are bringing in diverse perspectives for problem solving that have helped us differentiate ourselves within the marketplace all while cultivating a culture of inclusion."</p><p><br></p><p><em>Learn more about </em><a href="https://powertofly.com/companies/dell-technologies" target="_blank"><em>Dell</em></a><em>.</em></p>
Supporting professionals with autism throughout their talent journey at Deloitte<p>"At Deloitte, everyone contributes to our diversity, equity, and inclusion efforts. Our inclusive culture, empowers all of us, including those with diverse abilities, to connect, belong, and grow. Deloitte's Autism@Work program supports our professionals with autism throughout their talent journey. A customized, autism-friendly assessment process helps draw out our candidates' strengths. Our employees have an internal Coach, an Onboarding Advisor, and access to external job coaching. Our Onboarding Mentor/Buddy Program pairs professionals with autism with other Deloitte colleagues/allies. Through Neurodiversity Training, our professionals can help support and manage our differently-abled professionals. We also have our Abilities First Business Resource Group for people with disabilities plus allies."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/deloitte1" target="_blank"><em>Deloitte</em></a><em>.</em></p>
Sharing stories to support awareness at Lockheed Martin<p>"Lockheed Martin shares employee stories internally to help others understand Autism Spectrum Disorder (ASD) and hosts internal events to support ASD awareness and education. The Able & Allies business resource group, whose mission is to build an environment that empowers employees with disabilities, has recently partnered with ASD advocacy organizations to offer resources to assist with managing the effects of the COVID-19 pandemic with persons who have ASD and their families. Missiles and Fire Control (MFC) is a member of the Florida Ability Inclusion Network and strives to educate employees and leaders on disabilities and recommend best practices to promote a disability-friendly workplace."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/lockheed-martin" target="_blank"><em>Lockheed Martin</em></a><em>.</em></p>
Kate Jhaveri does one thing every day that she suggests you try: belly laughs.
The EVP and Chief Marketing Officer at the NBA credits her two kids with much of that levity—"They're very silly and they, at least once a day, make me laugh out loud," she says—though she seeks to make those lighter connections with her team at work, too.