This document proposes researching companies with high-performance cultures in the Bay Area to identify best practices for fostering employee acquisition, retention, engagement, and productivity. The goals are to demonstrate how companies use culture to maximize talent, recommend ideas for Gracenote's culture, identify competencies of high performers, and compare Gracenote's benefits. It discusses characteristics of high-performing employees and organizations, including values like integrity, passion, courage, communication, and leadership. Quotes from LinkedIn and Workday emphasize the importance of transparency, positive culture, and leadership in driving engagement. The document cites Peter Drucker and a Deloitte study that highly engaged companies with the right culture have lower turnover, better execution, and

1. 1
• Research companies with high performance cultures in the Bay Area.
– Explore how benefits and culture contribute to employee:
• Acquisition
• Retention
• Engagement
• Productivity
Proposal

2. 2
Goals
• Demonstrate how companies use culture to maximize and retain talent.
• Recommend ideas for Gracenote to foster a high performance culture.
• Identify competencies of high performing employees.
• Show how Gracenote’s benefits compare to top Bay Area companies.

3. 3
High Performing Employee
High
Performing
Employee
Competency
Competency
CompetencyCompetency
Competency

4. 4
High Performing Organization
Win with
Integrity
Compete
with Passion
Be Curious
and
Courageous
Communicate
with Purpose
Exemplify
Leadership
• Respect, trust,
appreciate and
empower one
another.
• Perform at our
highest levels
everyday.
• Be passionate
about being
world-class in
everything we do.
• Take risks and
don’t be afraid
to fail.
• Great ideas and
innovation can
come from
anyone.
• Be open, honest
and direct with
each other.
• Always be polite
and gracious.
• Lead by
example.
• The best results
come from focus
and ownership.

5. 5
High Performing Organization
• “There is a virtuous cycle associated with
transparency: The more we share what’s working and
what’s not working, the more likely we’re able to
generate solutions to problems, leverage best
demonstrated practices, and ensure that every
member of the team feels that this is their company.”
Linkedin Values
• “When I ask people what their favorite part is about
working here, no one responds with, “Oh, we have a
great snack program.” They attribute their happiness
to the people—their colleagues who always support
them. I strongly believe there is a business case for
having a positive culture, and you need to have in
place a leadership team that drives home those core
values to make it work.”
Ashley Goldsmith, Workday Chief Human Resources
Officer
Leadership Communication People First

6. 6
“Culture eats strategy for breakfast”
Highly engaged companies attract the best talent, have the lowest voluntary
turnover rates, and are more profitable over the long run. By focusing on driving
engagement through the right corporate culture, companies can improve
execution, retention, and financial performance.
Peter Drucker & Deloitte Global Human Capital Trends of 2015