Pando

Ok, the time has come! Netherlands based People people.... The Speaker line-up for Sapien ˣ presents, PX Espresso ☕Live | 2025 | Amsterdam | is now official 👀 LET'SSS GOOOOO! 🥳 Across the 3 days of the event you will hear, learn and connect with 15 of the brightest minds in Progressive People Ops and People Experience Design 🧠 🌟Jessica Z. 🌟Adam Horne & 📖 John Faulkner-Willcocks (Open Org) 🌟Natalie Pearce & Alicia Grimes (The Future Kind) 🌟Ingeborg van Harten 🌟Sanne Creusen 🌟Vanessa Monsequeira - चित्रलेखा 🌟Aga van Baren 🌟Glenn Martin 🌟Megan Trotter 🌟Katja Vincetić 🌟Frieda Möcker 🌟Marie Krebs 🌟Luke O'Mahoney INSANE amount of experience, brainpower and innovation in one place 🤯 We might actually cause a tear in the HR space-time continuum just by being in the same room 😅 And you know what, I am totally cool with that - It's about time the HR continuum was given a jolt! 🤘🏻 The inaugural PX Espresso Live was a real celebration of innovation and community within the People and HR profession 3 days of immersive learning centered around progressive People practices and the enablement of PX-as-a-Product This promises to be no different 🥳 (only better... obviously) 3 Immersive Days. 15 Incredible Speakers. 1 Inspired Community. As far as I know, PX Espresso Live is the ONLY event focused primarily on enabling Product-Led People practices If you are serious about shifting from HR to PX and leading in the post-HR generation... You do not want to miss this chance to accelerate your learning to get you from theory to action and from support staff to strategic leader 🚀 The Future of HR is PX The Future of PX is Product Get your early bird ticket and save up to 25%, today! 🥳 There are 2 ticket types: 🧠3 Day - Full Immersive learning experience (40 total) 💡1 Day - PX Espresso Live (150 total) By having two ticket types I hope to make this accessible for all budgets 🙏🏻 📍The Social Hub (B Corp™), Amsterdam City 📆23rd - 25th June | 2025 🎫Tickets: https://lnkd.in/efwVPMAs 🤔Who is PX Espresso ☕Live for?! The short answer is; any progressive thinking HR and People professional seeking inspiration and community to help you to think and work differently in the post-HR generation🤘 🎯The “Ideal Attendee Profile” (IAP) would be a Strategic People Lead (Head of People, Chief People Officer, VP People etc) working in a growing scale-up or SMB with a headcount 100 - 1000(+) 🎫Tickets: https://lnkd.in/efwVPMAs PS: Early bird Tickets are also already available for PX Espresso Live | London | 2025 which will be in October 👑 ------------------ Massive thank you to our Amsterdam event sponsors: Headline sponsor: Personio! 🙏🏻 Partner sponsor: 7people ✨ Feature sponsor: Pando Official Learning Experience Design Partner: Wonderful Brilliant ❤️🔥 Host venue and feature sponsor: The Social Hub (B Corp™) ------------------ #PeopleExperience #ProductLed #postHRgeneration #Amsterdam

For those of you in #Amsterdam, Kristel Moedt will join us for the live executive brunch, Friday April 11th to share insights about her research on employee churn. Turns out there may be a light at the end of that tunnel. Her research found hyper-growth companies w/ high employee churn actually led to: ✅ Stronger organizational resilience ✅ Increased employee engagement ✅ Higher morale Want to know why? How? Join us April 11th for our live edition of #PandoHorizons still have a few spots left: https://bit.ly/3FdcnWT Andrew Shortland, Eva Kewerkopf, Ingmar Bunschoten, Toni Cairns, Ingeborg van Harten, Alvaro Caballero, Sanne van Es, Ammarai van der Linde, Mirjam Hijmans, Sonja Marie Schiebold, Judith de Graaff, Debbie van Veen, Femke Huijbers, Kelly Heijligenberg, Rebecca Taylor-Clarke, Marta Montesdeoca Romero, Remko Verheul ★, Rosanne Bernaert-Houdijk 🥂 Will be a nice way to end the week, and celebrate your hard work with some bubbles and inspiring conversations.

It’s time to kill performance reviews.☠️ They don't drive high performing cultures. They’re costly. They’re time-consuming. Plus, they don’t really move the needle on actual performance, and they often drive disengagement more than outcomes. SO WHY ARE WE DOING THEM? What actually drives performance? 🏆 ⭑ Clearly outlined performance expectations by level ⭑ Transparent development paths and standards for success ⭑ Continuous, structured performance feedback ⭑ Frequent competency-based assessments ⭑ Regular alignment to goals and expectations I talked to Russ Laraway, author of "When They Win, You Win", co-founder of Radical Candor and former Google leader last week and he says: "The number one way to develop great managers is by clearly articulating the behaviors of successful management and assess them regularly." 👉 Assessing them regularly on outlined behaviors is the number one thing that actually driver behavior change, and improves performance, period. If you're not assessing them, it doesn't matter. When building for high performance, it means the expectations may change, if so, it’s critical everyone knows exactly what they are. Lissa Minkin at Netgear is leading a #performance #transformation using Pando. Her team is replacing an outdated reviews system with embedded competency-matrixes, continuous performance calibration, clear leveling structures, and aligned goals. Want to build a high performing team? 🚀 👉 Get Pando’s free 1-hour crash course (5 short modules) that guides you through leveling, career frameworks, feedback, goals and competency-based assessments. Comment: "Performance" below and I'll send you a link to the free course.

Lissa Minkin is a silicon valley OG. It's always a pleasure to spend time with her. She has incredible experiences leading and building strategy through rapid growth at eBay in the early days, working with Sheryl Sandberg at Facebook, and transforming business through program and culture at Tile and now NETGEAR. Lissa joined for our #pandohorizons executive sessions last week. These sessions are designed to be raw and exposed, and we learned a lot from Lissa about the challenges of evolving "mindsets" of people within organizations who have been there for a long time–and what it really takes to build a high performance culture. We also learned about how to navigate and address manager's who are telling their teams their doing great, while telling HR they want to fire them. Key take-a-way: Culture-change is hard, and building a high performing team is even harder. #1, most critical thing required: "Clarity around what the expectations are for everyone, by level" (seems simple and yet it's a BIG shift). Things to consider 🤔 ⭐ Sometimes it takes different/new people to drive the change ⭐ Expectations of employees will change and must be articulated, clearly ⭐ What high performance looks like might not work for everyone ⭐ Have to change how you do things (the "how" work is done, needs to align) ⭐ Execs may resist change because they want to avoid uncomfortable convos ⭐ Start with the "why" (driving high performance) then back out to tactical plan Pando x Netgear = 🚀 For me, the partnership with Lissa Minkin, Megan Duquette, ACC, CPTD, CPCC, Fiona Spratt and the rest of the team as been so rewarding. We have rolled-up our sleeves to support this team, and it's very exciting to see their vision come to life through Pando. Super cool! Thanks Desiree Therianos, Caitlin K., Bryce Rattner Keithley, 🏡 Kim Rohrer (she/her), Jackie Velasquez-Ross, Gabe Rodriguez, Megan Duquette, ACC, CPTD, CPCC, Andrea Bustamante Vivas, Simran T., Lynn Feldman, it was great to see you all. Thanks for your contributions to the community and the conversation. See you at the virtual summit 29-20th of April! 🚀🚀🚀 Register for #Horizons2025 to connect with these folks and learn more: https://bit.ly/3Xn1jww 🏡 Kim Rohrer (she/her) will be hosting a workshop on storytelling in HR Bryce Rattner Keithley will be sharing the stage to talk about building a people function from the ground up.

🔨 Building Career Frameworks at Scale Developing a career framework for your business is time-consuming and hard. This is what people leaders are telling me: 🔷 Have a multitude of priorities without time to focus on this big project 🔷 Have purchased expensive competencies that still need manual editing and do not break down each role and each level sufficiently 🔷 Get ongoing requests for clarity about performance and development from employees and managers 🔷 Need more consistency as their company grows Without a clear structure, employees don’t know how to grow, managers struggle to give meaningful feedback, and HR lacks the data to drive equitable promotions. At Pando, we’ve built thousands of rubrics for companies of all sizes. We’ve seen what works (and what doesn’t) across industries, growth stages, and team structures. We actively assist organizations in getting these things finally right. Our expertise means you don’t have to start from scratch. We help HR teams define clear, scalable frameworks that unlock career growth, reduce bias, and provide real-time insights. High-performing teams need it. If job leveling feels like an uphill climb, we’ve already mapped the path! Come see us at Pando Horizons and book some time to learn more: https://lnkd.in/gKiWn4dg