Jodi Rabinowitz's guest appearances

Jodi Rabinowitz

Talent Talk

Scaling Culture

Learning Unlocked

Next Practices Weekly

Shari Conaway

Lars Schmidt

David Marquet

John DiJulius

Jacob Morgan

John Livesay

Susan Steinbrecher

Mark Babbitt

Joey Price

Dan Harris

Jesse Cole

Peter Fisher

Jim Kean

Mike Michalowicz

Adam Weber

OwlTail

On this episode i4cp CEO and co-founder Kevin Oakes and Senior Research Analyst Tom Stone facilitated a conversation with special guest Jodi Rabinowitz, Head of Talent and Organizational Development at Zoom. Here are some highlights:   We asked a poll of participants on the call: On average, how often do you personally use Zoom (or a competing product with video) per week?0% - 0 or almost never 6% - 1-5 times (once a day or less) 13% - 6-10 (about one or two times a day) 20% - 11-20 (about three or four times a day) 29% - More than 20 times (more than four times a day) 32% - I’m essentially always on Zoom or a similar tool, all-day  Like many organizations, only about 15% of Zoom employees were remote workers before the pandemic started in 2020. So everyone leaving the corporate headquarters to work remotely was a big change at Zoom too. Zoom has obviously grown tremendously over the past two years. In fact, 75% of their employees were hired in the past two years, and so haven't yet worked in traditional Zoom offices.  Zoom supports its culture by giving employees money to purchase Zoom swag, such as sweatshirts and other items. Zoom has always had a strong volunteering culture, but this was challenged during the lockdown periods. The company today still supports employee volunteer time--in fact, they are allowed unlimited PTO for such activities (and they have even organized some virtual walks, bike rides, etc., to connect employees in this area while remote.) Zoom's culture is fairly loose and informal, but also very strong in the sense that their engagement scores are "off the charts" in Rabinowitz's words. People are friendly, open, and willing to help -- the culture is not bureaucratic or layered. Zoom has some 700 different internal chat groups, e.g., dog lovers, book clubs, and so on. At the same time, Zoom employees feel immense pride in the serious work they have done these past two years, given the fast growth and importance of the Zoom platform for so many organizations and individuals around the world. A hybrid approach is what Zoom is pursuing going forward, as only 1% of its employees want to be in a traditional office all of the time. They just opened their offices a few weeks ago. They waited this long because they didn't want to open while PPE (personal protective equipment), e.g., masks, were still required. Zoom's approach to hybrid is full flexibility--employees can choose which days they come into office workplaces. Employees go into the office for largely social reasons, not specifically to be productive (as they can do that while remote too.) Onboarding at Zoom considers IT and benefits as table stakes, with the emphasis instead put on relationship building, particularly on day one. There are many social elements, including breakout activities, etc. They have also created nudges for managers at the 30/60/90/180 day marks to do check-ins for those who recently joined, and provide sample questions to consider asking. Zoom makes heavy use of breakout room activities for meetings to keep the many online meetings people are having from getting stale. Zoom shifted their previous $300 gym stipend benefit to be a more general wellness benefit, which can still be used towards a gym/etc., but also for yoga, a more comfortable home office chair, etc. One call participant shared: "I like to shift from the word 'productivity' to the phrase 'doing your best work'. The latter is what we should be shooting for, and allows people to think more holistically…doing your best work isn’t just about output and hunkering down, it’s about investing in connection, creativity, rest, etc." 

On this episode i4cp CEO and co-founder Kevin Oakes and Senior Research Analyst Tom Stone facilitated a conversation with special guest Jodi Rabinowitz, Head of Talent and Organizational Development at Zoom. Here are some highlights:  <ul> <li>We asked a poll of participants on the call: On average, how often do you personally use Zoom (or a competing product with video) per week?0% - 0 or almost never 6% - 1-5 times (once a day or less) 13% - 6-10 (about one or two times a day) 20% - 11-20 (about three or four times a day) 29% - More than 20 times (more than four times a day) 32% - I’m essentially always on Zoom or a similar tool, all-day </li> <li>Like many organizations, only about 15% of Zoom employees were remote workers before the pandemic started in 2020. So everyone leaving the corporate headquarters to work remotely was a big change at Zoom too.</li> <li>Zoom has obviously grown tremendously over the past two years. In fact, 75% of their employees were hired in the past two years, and so haven't yet worked in traditional Zoom offices. </li> <li>Zoom supports its culture by giving employees money to purchase Zoom swag, such as sweatshirts and other items.</li> <li>Zoom has always had a strong volunteering culture, but this was challenged during the lockdown periods. The company today still supports employee volunteer time--in fact, they are allowed unlimited PTO for such activities (and they have even organized some virtual walks, bike rides, etc., to connect employees in this area while remote.)</li> <li>Zoom's culture is fairly loose and informal, but also very strong in the sense that their engagement scores are "off the charts" in Rabinowitz's words. People are friendly, open, and willing to help -- the culture is not bureaucratic or layered.</li> <li>Zoom has some 700 different internal chat groups, e.g., dog lovers, book clubs, and so on.</li> <li>At the same time, Zoom employees feel immense pride in the serious work they have done these past two years, given the fast growth and importance of the Zoom platform for so many organizations and individuals around the world.</li> <li>A hybrid approach is what Zoom is pursuing going forward, as only 1% of its employees want to be in a traditional office all of the time.</li> <li>They just opened their offices a few weeks ago. They waited this long because they didn't want to open while PPE (personal protective equipment), e.g., masks, were still required.</li> <li>Zoom's approach to hybrid is full flexibility--employees can choose which days they come into office workplaces. Employees go into the office for largely social reasons, not specifically to be productive (as they can do that while remote too.)</li> <li>Onboarding at Zoom considers IT and benefits as table stakes, with the emphasis instead put on relationship building, particularly on day one. There are many social elements, including breakout activities, etc.</li> <li>They have also created nudges for managers at the 30/60/90/180 day marks to do check-ins for those who recently joined, and provide sample questions to consider asking.</li> <li>Zoom makes heavy use of breakout room activities for meetings to keep the many online meetings people are having from getting stale.</li> <li>Zoom shifted their previous $300 gym stipend benefit to be a more general wellness benefit, which can still be used towards a gym/etc., but also for yoga, a more comfortable home office chair, etc.</li> <li>One call participant shared: "I like to shift from the word 'productivity' to the phrase 'doing your best work'. The latter is what we should be shooting for, and allows people to think more holistically…doing your best work isn’t just about output and hunkering down, it’s about investing in connection, creativity, rest, etc."</li> </ul>

How is Zoom Getting Hybrid Work Right? With Jodi Rabinowitz, Head of Talent and Organizational Development at Zoom

Jodi Rabinowitz is the head of talent and organization development at Zoom Video Communications and former head of talent acquisition and organizational development at The Metropolitan Museum of Art, where she implemented a five-year strategic plan focused on enhancing the employee experience. She honed her nimble leadership approach as a talent advisor at The Center for Creative Leadership and through her early career in social work.  Today Jodi shares with us everything about the culture at Zoom and what makes an amazing ‘Zoomie’.

Jodi Rabinowitz is the head of talent and organization development at Zoom Video Communications and former head of talent acquisition and organizational development at The Metropolitan Museum of Art, where she implemented a five-year strategic plan focused on enhancing the employee experience. She honed her nimble leadership approach as a talent advisor at The Center for Creative Leadership and through her early career in social work.  Today Jodi shares with us everything about the culture at Zoom and what makes an amazing ‘Zoomie’.

Zoom Culture - Episode 25

Ryan Berman

A very special episode today with the Head of Talent at ZOOM... Jodi Rabinowitz, and Author of Courageous, Ryan Berman! These 2 powerhouse guests gave us a ton of takeaways for these COVID times we are living in.  In addition to the topic of prioritizing employee well-being at ZOOM, Jodi and Chris explored how ZOOM leveraged their OWN platform to onboard and connect their new hires in the beginning of the Coronavirus Crisis. The two also touched on the notion that ZOOM was never intended to go from Business to Customer... but they've made those adjustments and navigated well.  Ryan and Chris explored the origins of Ryan's plan of Knowledge + Faith + Action = COURAGE. They also discussed "The business apocalypse: You need time but you don't have time." How DO you work in and around that idea?  Thank you do Jodi and Ryan for their time and expert advice. This episode has a lot to offer.

A very special episode today with the Head of Talent at ZOOM... Jodi Rabinowitz, and Author of Courageous, Ryan Berman! These 2 powerhouse guests gave us a ton of takeaways for these COVID times we are living in.  In addition to the topic of prioritizing employee well-being at ZOOM, Jodi and Chris explored how ZOOM leveraged their OWN platform to onboard and connect their new hires in the beginning of the Coronavirus Crisis. The two also touched on the notion that ZOOM was never intended to go from Business to Customer... but they've made those adjustments and navigated well.  Ryan and Chris explored the origins of Ryan's plan of Knowledge + Faith + Action = COURAGE. They also discussed "The business apocalypse: You need time but you don't have time." How DO you work in and around that idea?  Thank you do Jodi and Ryan for their time and expert advice. This episode has a lot to offer.

Jodi Rabinowitz and Ryan Berman 6/9/2020