We asked startups, Fortune 500s, and remote-reliant teams to share how they keep the holiday spirit alive at work.
Yesterday, we celebrated our third annual Secret Snowflake at PowerToFly! We wanted to know what other companies do to keep the holiday spirit alive at work, so we asked our partner companies to share one or two of things they do to celebrate. From spending quality time together in person (even when their teams are spread across multiple locations!) and giving back to their communities, to taking time to rest and recover for the new year (a couple of them even shut down between Christmas and New Years), their answers did not disappoint.
Read on to get an inside look at the many creative ways these companies celebrate the holiday season and kick off the new year!
Greenhouse — A New York City New Year.
Greenhouse SF Party
"At Greenhouse, we like to end the year on a high note and start the new year off right. To close out the year and celebrate our successes, each of our office hubs hosts their own holiday party and our distributed employees are given the opportunity to choose their own Greenhouse-sponsored activity. We love seeing each employee show their own personality through the photos that are posted on Slack the next day. As a distributed workforce with teammates all over the United States and Dublin, we don't always get to meet face to face. So, we like to ring in the new year together by bringing the entire Greenhouse family to our headquarters in New York City for Kickoff Week. During this week, we get to meet our fellow teammates in person, show off our unique knowledge at Trivia and karaoke night, and bond on both a company and team level."
[Learn more about Greenhouse.]
Quip — Cookies and camaraderie.
"This year, Quip held our fifth annual Holiday Cookie Cook-off. Quip employees brought in cookies to share with their coworkers and compete in categories including Most Millennial Cookie, Best Non-Cookie Cookie, and Grand Champion Cookie. More important than the baking and the voting, everyone at the company looks forward to eating all of the amazing cookies, and socializing with coworkers across the company."
[Learn more about Quip.]
Blockstack — White elephant and wacky socks.
"At Blockstack, we held a 'Fuzzy Socks White Elephant End of the Year Party' this year for both HQ and remote team members. We provide the fuzzy and patterned socks so that everyone who joined (team member and their families/partners) can wear them and feel included as part of the celebration, whether in person or remote. We played White Elephant with gifts provided by the company, so that we can swap gifts around. For remote folks, we ran a spreadsheet with fun descriptions of the gifts to intrigue remote folks to choose the present."
[Learn more about Blockstack.]
Braintree — Letters to Santa.
"At Braintree, every year we look forward to participating in Chicago Sun Times' Letters to Santa program. Every child deserves to get gifts for the holidays, so this is our chance to help make that a reality. We receive letters from local elementary schools, and Treeps sign up to help purchase gifts between $25-$30, ensuring every child has a happy holiday! This year we saw participation from over 180 employees, who provided nearly 350 gifts for local students."
[Learn more about Braintree.]
Dell — Random acts of kindness.
"At Dell, we close for the week of Christmas to give everyone time to relax and recharge before the new year. We also keep the holiday spirit alive through different team activities. This year, one of our teams is having an acts of kindness contest. Participants contributed $10-$20. Now they have until January 3rd to complete ten acts of kindness (e.g. giving up a parking space at the mall, or your place on line at the cashier, or any other). At the end, each participant will submit their top act of kindness and the team will vote on the #1 act. The winner gets to select the cause that the entry money is donated to."
[Learn more about Dell.]
T. Rowe Price — A "Holiday Giving Campaign."
"T. Rowe Price hosts an annual Holiday Giving Campaign, and every year, associates go above and beyond to make an impact. More than a dozen nonprofits around the world are supported each year by the firm's 7,000 associates. Giving and serving in the community are important aspects of T. Rowe Price's culture, and the Holiday Giving Campaign is a longstanding tradition that has grown along with the firm. Through donations and volunteerism, T. Rowe Price's associates make a difference in their local communities all year long—but the holiday season especially sparks a spirit of generosity and camaraderie. To learn more about T. Rowe Price's culture of giving read out latest report at, TRowePrice.com/CRReport."
[Learn more about T. Rowe Price.]
CarGurus — A top-secret, surprise private performance.
"Among many holiday traditions at CarGurus, such as donation drives, individual team celebrations, and Secret Snowflakes, we like to celebrate the start of the new year with a company-wide party! Last year we invited all 900 employees, along with a plus one, to the House of Blues, for a private surprise performance by Snoop Dogg! This year, we will keep up with our tradition by having our subsidiary company PistonHeads join us to partake in the holiday festivities. The live performance is still under wraps, but we cannot wait to share who it is. Follow us on our Instagram culture page, @cargurusculture, to see all of the fun that is about to come during the rest of the holiday season!"
[Learn more about CarGurus.]
Procore — A "Week of Giving."
"Towards the end of the year, each Procore office gets to celebrate, reflect, and give back in ways that are unique and special to our offices. But celebrating isn't all we do—our Austin office, for example, participates in a "Week of Giving" where we give back to the local community through donation drives, volunteering at local charities, and writing gratitude cards for children at SAFE, a human service agency in Austin serving the survivors of child abuse."
[Learn more about Procore.]
Vrbo — Unique themed parties + festive sweaters!
Vrbo's 2019 Haunted Holiday Soiree that was on Friday the 13th!
"Each Vrbo office around the globe is uniquely decorated and has its own holiday celebrations, but our One Team value is what brings us all together to reflect back on the year we've accomplished together. We gather in our most festive sweaters for a holiday version of our monthly companywide meeting with leadership, 'Table Talks,' to recognize achievements and discuss what we can look forward to in the new year. In Austin, we hosted the Latinos in Tech End-of Year Fiesta, which brought together 10+ tech companies to celebrate the city's strong and growing Latinos in Tech community. An Austin employee favorite is our holiday party that we've hosted Downtown at Moody Theatre for the past three years!"
[Learn more about Vrbo.]
VideoAmp — Contributing to the community.
"At VideoAmp, we celebrate the holidays and get into the Holiday Spirit by giving back! A few years ago, VideoAmp was a tiny company with roughly 17 employees, and one thing we all shared together was a commitment to people. "VideoAmp Gives Back" started off simple. At first, we worked with organizations that allowed us to volunteer, like the Salvation Army. Eventually decided to do everything in house during the holiday season: from lunch kits, hygiene products, and toy drives to sponsoring families' Christmases. All these events were recommendations from our employees, and as our company grew bigger (we went from 70ish in 2018 to over 200 employees in 2019), so did VideoAmp Gives Back!"
[Learn more about VideoAmp.]
Scout RFP — A sophisticated San Francisco soirée.
"To celebrate the holiday season, Scout RFP hosts a Holiday Party every year at a venue in San Francisco, where we are headquartered. Our employees who are remote or work in another office fly in, and everyone is invited to bring a plus one. We rent out a private section of the venue and have food and drink available to all our guests. It's so fun to see all of our coworkers outside of a work setting, dressed in cocktail attire, and with their plus ones."
[Learn more about Scout RFP.]
Intuit — A holiday market in support of small businesses.
Every December, Intuit puts on a Holiday Small Business Market, where local businesses and vendors are invited to Intuit campuses to showcase their creations and (hopefully) spark unique and creative gift ideas for Intuit employees. The event encourages support of local businesses, a sentiment in line with Intuit's mission of powering prosperity. Many of the local vendors are also small business customers of Intuit's QuickBooks product. Intuit also has a Toys for Tots drive in partnership with the Marine Corps and our team at Intuit Boise also partnered with the Make-a-Wish Foundation to write letters from Santa. For every letter written, Macy's will donate $2 to the Make-a-Wish Foundation. The team hand-wrote 378 letters!
[Learn more about Intuit.]
SeatGeek — Giving, giving, giving.
"Here at SeatGeek, the holidays are all about giving. We have an employee-run group internally called GiveGeek that organizes charitable events and donation opportunities for the company. This holiday season, GiveGeek has partnered with a few different organizations to create 3 unique opportunities for employees to give back to the community. From purchasing gifts for under-resourced children, to writing cards for local seniors and partnering with a local food drive, GiveGeek helps create opportunities for SeatGeek employees to make a positive difference in the community."
[Learn more about SeatGeek.]
Nextdoor — An end-of-year shutdown.
"At Nextdoor, we're scaling quickly and have offices/team members in over 10 locations around the world. In addition to some amazing Holiday parties, we're grateful to have been given the opportunity to implement an end-of-year shutdown and our offices will be closed until the first day back in the office on January 2nd. This allows our team members an opportunity to step away from all of the hard work we've put in at Nextdoor and reconnect with our community of friends and family."
[Learn more about Nextdoor.]
Not Everything is Engineering: Logicworks’ Courtney Pearce on Taking on Tech from a Sales Perspective
Courtney Pearce’s background isn’t one you’d expect to find in a tech sales position. But as a motivated self-starter, it makes all the sense in the world that she’s been so successful in her role as Solutions Specialist at Logicworks.
If you ask her what she’s most proud of about her time so far at Logicworks, she’ll say her growth over the last four years.
“Even though I came from a technology company that was selling software, selling infrastructure and infrastructure managed services is very different. There was a learning curve. And when I started four years ago, I was the only woman. So I felt like there was this uphill battle of educating myself on the cloud platform. Now, I'm one of the top sales reps and have consistent top performance. So I'm most proud of my growth over the last four years.”
Courtney has a lot of wisdom to impart to those interested in taking on the sales side of tech. We sat down with her to learn more about how she broke into the tech world by utilizing her retail experience.
An Unexpected Path Into Sales
Courtney started college as an Orthodontics major but eventually realized that science wasn’t her calling.
“Although I'm a great student, science and math were difficult subjects for me,” she admits. "I ended up taking a random textile and clothing elective and it was my favorite class.”
She enjoyed the breadth of the program and decided to become a Textiles and Clothing major.
“You got the opportunity to learn the sociology behind why people wear clothes, the chemistry behind dying, how to make fabric, then creating a line from start to finish and marketing that to the class,” she shares.
Although fascinated by the program, her career journey didn’t lead her to the fashion industry but rather to an adjacent career in retail.
“I ended up accepting a leadership position for a big box department store,” she says. “At 23 years old, I ran a 35 million dollar store. It was a great experience and I learned a lot.”
After two years of working in retail for various name brands, she found her way into a tech company through a recruitment role.
Breaking Into the Tech World
While Courtney was working at a recruiting firm, she was approached by a security tech company with a position as a technical recruiter. She was interested in the role and applied, but didn’t get an immediate response.
“I didn't hear back, but continued to follow up,” she recounts. "One night, I got a phone call that said, ‘You're not a good fit for the technical recruiter role, but we have this new group that we're building out called business development and they're working directly with sales. Based on your experience and the fact that you're willing to follow up, we think you'd be a great fit’.”
At the time Courtney knew nothing about the tech space but that didn’t stop her from interviewing for the position.
"I spent an entire week browsing the website, watching all their product marketing videos, and tried to wrap my head around what this security company did," she explains.
During the interview, she blew them away with her knowledge of the company.
“I gave my five-minute spiel and I think that impressed them,” Courtney shares. “I had taken the time to research the company, and not having had a tech background, I tried to comprehend what they do.”
Hired as a business development rep, she had the opportunity to build the team from the ground up.
Reaching New Heights at Logicworks
Courtney continued to rise in the ranks, but she eventually felt that she had hit a plateau. With a desire to try out something new, she looked to Logicworks who offered her the career advancement she was looking for.
“I had reached my potential with my previous employer. There wasn’t anything new for me to learn. I wanted to figure out what was next in my career. There was an opening at Logicworks for a Solution Specialist to be based in Boston. That was enticing for me.”
When Courtney moved to Logicworks she was able to explore job autonomy.
“It gave me the opportunity to move into a territory that I'd been working in for many years, but also run that territory like my own business,” she explains. "There was nobody else working within that space, and I could create the process that I wanted to.”
Now at Logicworks, she experiences the constant changes of a cloud system.
“I'm constantly learning,” she shares. “We're constantly evolving our services, what products we're providing, and how our services are integrated as the cloud is maturing. It keeps me interested every single day.”
Now as a sales lead, Courtney focuses on building relationships with current and potential clients.
Coincidentally, the relationship-building skills that Courtney uses on a daily basis come from her experience in retail.
“I think coming from retail, you have to be able to talk to anyone,” she says. “You're getting a lot of different customer personalities, so it allows me to be comfortable talking to strangers, which I think is key in sales.”
Along with sales experience, Courtney's internal drive has been key in propelling her forward.
“Being a self-starter and watching YouTube videos on what the cloud is, what AWS is, and taking that time on my own to learn and absorb as much as I can are, at the end of the day, the kinds of things that you can prepare you to enter the tech space,” she explains.
Ultimately, it was the skills she learned in retail and her self-taught understanding of tech that have led to her success.
Advice for Entering the Tech World Through Sales
If you're looking to enter the tech world from a sales angle, Courtney offers this advice:
- Find companies that resonate with your values. “Whether you like their product and think that product is solving a pain point in the marketplace, or you align with the company's values, work for a company whose mission you support,” Courtney advises.
- Be pleasantly persistent. “The biggest thing that helped me was when I reached out and nobody responded, and then I followed up and nobody responded, and then I followed up again and they called me. Being pleasantly persistent shows that you’re interested and invested in the organization,” she explains.
- Do your research. “Take the time to figure out what the company does and what they are all about. Educate yourself above and beyond the basic training material to ensure that you have the right knowledge base to be successful in the role.”
If you are looking to grow within the tech space, check out these open positions at Logicworks.
💎Nestlé’s manufacturing excellence team is growing. The team supports Nestlé USA factories that produce bakery sweets brands including Toll House, Libby's and Carnation, and Nestlé Professional Brands which supply food service operations. Watch the video to the end to apply and begin your career there!
📼The manufacturing excellence team seeks someone passionate about driving world-class manufacturing through continuous improvement methodologies. Jennifer Watson and Taylar Marshall, Senior Managers, give you all the information you need to join their team.
📼Join the manufacturing excellence team if you are a go-getter, someone who takes the initiative to establish cross-functional teams to eliminate losses. This also means you should be highly collaborative with a variety of people and have a curious mindset about how things are manufactured. If you fill these requirements, don’t hesitate to apply!
📼The manufacturing excellence team unlocks career path opportunities throughout different functions, locations, and brands across Nestlé USA. Jenny Watson shares her own experience: her career has included roles in three different functions: manufacturing excellence, manufacturing, and operations strategy. She was based out of three different locations: Springville, Utah, Solon, Ohio, and Medford, Wisconsin across four different categories. The opportunities at Nestlé are truly endless!
Inside The Manufacturing Excellence Team
This team is driving continuous improvement and project management routines in the Toll House factory to contribute to the overall expected business results in the bakery and sweets category. It is a boots-on-the-ground team that tries to solve complex problems with a focus on people development and operator capability building. No day is the same in their team!
🧑💼 Are you interested in joining Nestlé USA? They have open positions! To learn more, click here.
Get to Know Jennifer Watson and Taylar Marshall
More About Nestlé USA
Nestlé USA has been nourishing a growing world for generations. No matter where you work within the Nestlé organization, you’ll discover new opportunities to grow while you help them inspire healthier lives, support local communities, do what’s right for the planet, and make an impact.
From September 12-15, 2022, PowerToFly hosted a four-day virtual event, featuring a three day summit and single day virtual job fair.
To kick off the event, attendees had the opportunity to partake in a one-hour guided networking session followed by three full days of fireside chats and panels where they were able to listen and ask questions to experts and thought leaders across multiple industries.
Featured Summit Topics Included:
- The Art & Science of How to Clarify Your Best Fit Career Path
- Going Back to the Drawing Board: How to Navigate Major Career Shifts
- Pulling Back the Curtain: Understanding What’s Happening Behind the Scenes In the Hiring Process
- 4 Ways to Get Your Foot in the Door to a New Career
- Nailing the Basics: How to Grow with Intention and Purpose
- How to Break Into a New Industry Without Starting Over
Companies We Hosted At The Job Fair:
- Bank of America | Hiring for: Senior Financial Analysts, Business Bankers, Senior Technology Managers, and more!
- ScienceLogic | Hiring for: Technical Support Engineers, Chief Marketing Officers, Product Managers, Executive Assistants, and more!
- PowerToFly | Hiring for: Global DEIB Strategist & Trainers, Account Executives, Support Specialists, Events Specialists, and more!
Thank you for joining 4 Ways to Get Your Foot in the Door to a New Career with Flatiron School Career Coach Betsy Kent! In case we weren’t able to get to your question in the Q&A, or if you thought of additional questions after we wrapped, here are two ways you can contact the Flatiron School Admissions team directly:
- Schedule a casual 10-minute chat with a Flatiron School Admissions rep
- Email us at firstname.lastname@example.org
Attending information sessions, panels, and workshops is the best way to get a sneak peek into what studying at Flatiron School is like — so don't miss what else is coming up! You can find a list of our events HERE.
Starting out as a viral trend on TikTok, the phrase “quiet quitting” has since taken over headlines everywhere from NPR to the Harvard Business Review. But what, exactly, is quiet quitting — and why are so many business leaders getting this so-called “crisis” wrong??
What is quiet quitting?
Per Psychology Today, “quiet quitting” isn’t actually quitting in the two-week notice sense of the word. It’s when employees keep doing their job, but only do the work that’s in their job description or covered by their explicit responsibilities. No going above and beyond. No late hours. No taking on extra projects that don’t come with extra remuneration.
Gallup similarly defines the trend as employees who are “not engaged” at work — people who “do the minimum required and are psychologically detached from their job.” Per their research, that’s a full 50% of the American workforce.
Why quiet quitting isn’t actually a crisis
As a burgeoning attitude toward work, quiet quitting makes perfect sense. With the challenges and stresses of the last few years impacting all workers — but especially working parents, people of color, women, and other marginalized groups — employees are looking for ways to set boundaries, disengage from work, and find working rhythms that work for them and their lives.
And that’s something companies should be supporting. Employers’ responsibility, after all, isn’t to slap a Band-Aid on the problems that are driving quiet quitting in order to get productivity metrics up. It’s to create the conditions for employees to succeed, with work that can be accomplished within reasonable working hours, and to incentivize and tangibly reward any engagement that goes beyond quiet-quitting levels.
It’s time we got this clear. Quiet quitting was never the crisis. Expecting employees to go above and beyond at work in order to maybe stand a shot at a pay raise and promotion next year was.
If you want to ensure your company culture is creating opportunities for folks to feel truly engaged, we’ve rounded up the steps to take below.
8 things your company needs to do to stop facilitating quiet quitting
Quiet quitting doesn’t mean that employees don’t want to work. It means that everyone — employees and employers alike — are recognizing, more than ever, that the workplace can and should be evolving to meet the needs of everyone involved in making work happen. Here are some ways that companies can ensure they are doing that, sourced from McKinsey research on burnout and engagement:
1. Hold your leadership accountable.
Culture is set by the people on the ground, and you need to know that your managers and leaders are creating a culture that’s supportive of mental health. This looks like incorporating mental health questions into regular employee satisfaction surveys, so you have data to track, and including the management of employee well-being as part of how leaders are evaluated and compensated. It also means getting rid of toxic leaders.
2. Destigmatize mental health and boundaries.
Most employers know that stigma exists at work, despite best intentions to fight it. But when employees are afraid to ask for help with mental health needs or to request accommodations so they can do their best work, everyone suffers. Companies can work to destigmatize the issue by highlighting senior leaders’ own experiences with mental health. Vulnerability can help promote psychological safety, as can rewarding employees for setting boundaries and using mental health and wellness benefits.
3. Evolve the kind of benefits you offer.
45% of people who have recently left their jobs said that their care responsibilities were a big part of their decision. Do the benefits your company offers reflect that reality? For instance — if employees must be on-site, can you offer on-site childcare? If not, do you offer a childcare stipend? Do you know what issues they are most struggling with, and are you responding?
4. Promote sustainable working hours.
Do your employees need to be at work — whether online or at the office — from 9 a.m. to 5 p.m.? Or can they set those hours to fit their own schedules? Do you have flexible work policies that are available to everyone, no matter their level of seniority? Hybrid work can facilitate unfair treatment when policies aren’t clear and universally applicable.
5. Provide opportunities for employees to build social ties.
Another reason employees are disengaged at the office? Lack of social support. It can be hard to make connections over video calls and chat, especially for new employees or those who haven’t worked remotely before. Investing in team building can help give employees access to social connections that make their work more meaningful over time.
6. Enable right-size workloads.
As employment has ebbed and flowed over the pandemic, and especially now during the Great Resignation, many companies are finding themselves short-staffed. But piling more work on the people who have stayed isn’t a sustainable solution — it just speeds up their own burnout. Creating
7. Facilitate upskilling and reskilling at work.
Per the McKinsey study linked above, employers who offer reskilling and upskilling opportunities end up with more engaged employees. It pays off for everyone involved: giving employees the chance to laterally move into a different job in order to learn a new set of skills can predict employee retention 250% more than compensation can, for instance.
8. Strengthen your commitment to DEIB.
Employees don’t want to work somewhere they don’t feel like they belong. McKinsey calls out five key action areas when it comes to making a DEIB commitment real: ensuring representation, holding leadership accountable, increasing transparency (like with analytics on promotions and pay), tackling issues with a zero-tolerance policy, and embracing intersectionality.