Happy Employees Make All the Difference: The Top 4 Reasons We Love LinkedIn and Their Model for Employee and Customer Success

Uber. Amazon. Facebook. By now you know the tales of tech giants who founded a unicorn company from a humble workspace. Garages, basements, their mom’s couch, a dorm room – you name it, tech has done it.

And while these companies are ultra-successful, it’s rare to find one that’s scaled a coveted culture, too. The more people and personalities you add to the mix, the harder it gets.

That’s why this month, we’re crushing on LinkedIn. A tech giant that grew from humble beginnings and now touts more than 16,000 happy employees.

LinkedIn has added more than 706 million global users since its founding in Reid Hoffman’s living room in 2002.

And while their launch to $8B in revenue and a Microsoft acquisition is impressive (the biggest understatement), we’re giving kudos to LinkedIn today for the employee experience they’ve built.

The company knows that happy employees make happy customers, so they invest in their team. And because they do, their team is delighted to invest in their customers.

This core tenant of LinkedIn’s mission and values is why they’re still seeing 21% year-over-year revenue increases and are expected to grow even faster through 2023. So today, we’re mapping out four reasons why we love LinkedIn’s winning strategy to make happy employees (and customers).

1. LinkedIn puts employees first

LinkedIn is one of the most employee-focused organizations in the U.S. And no, they don’t just encourage positive perceptions with info on their website. LinkedIn was ranked #12 on Glassdoor’s list of the 100 Best Places to Work in the U.S. in 2020, based on real input and reviews from employees.

Employee reviews on the site tout an outstanding company culture, a keen attention to employee needs and a leadership team that truly cares about employee well-being.

Here are some of the stand-out quotes we saw from happy employees:

“Super invested in employee development, great work/life balance, great benefits for working mothers and maternity/paternity leave.”

– Featured quote on Glassdoor’s Best Places to Work list

LinkedIn Glassdoor reviews show tons of happy employees

“Amazing work culture, collaborative environment, good managers and leadership, crystal clarity on vision, customer and employee-centric.”

– Former Sales Manager at LinkedIn

Long tenures and no cons make it clear LinkedIn built an incredible culture

As you sift through LinkedIn’s employee reviews on Glassdoor, you’ll come across some cons (yes, we all have them). But, the number of reviews where employees used the “cons” section to write more pros about the company is astounding. And, the long tenures of many employees posting reviews speaks volumes, too.

2. Their culture is rooted in core values

Forbes named LinkedIn a top employer for new graduates because of their inclusive culture. Chief People Officer Christina Hall said the fluffy perks don’t create happy employees at LinkedIn. Instead, it’s the culture where people live and breathe LinkedIn’s core values.

In fact, LinkedIn describes their culture in five words that bring them together.

Having a culture rooted in connection sky-rockets employee happiness

Mapping out these key values lets anyone joining the LinkedIn team know what they’re in for. If they can’t work together to solve problems for customers, then they should head to a

Coronavirus’ Impact On Customer Shopping Behavior And What To Expect For The Holidays

The coronavirus pandemic will have a profound impact on holiday shopping due to dramatically changed shopping behaviors. Customers want to feel safe shopping in stores and are spending money in different categories than last year, as we go into the holiday season. Inventories in stores are running significantly lower than last year and the rise in digital shopping has accelerated streamlined commerce. Care for the planet is a stronger purchasing consideration. 

Significant shifts in customer purchasing behavior

The impact of the pandemic has been a wake-up call for consumers, putting them on notice that nature prevails. Purchasing behavior shifted dramatically between March and August. In the first wave (March and April) of the pandemic, customers were focused on stocking up on groceries and household goods such as cleaning supplies, paper towels and toilet paper. Less discretionary spending was evident, especially on apparel and accessories which experienced a sales drop (year over year) of  51% in March and 86% in April for U.S. retailers. 

In the second wave (April through May) customer demand shifted toward products that supported a stay-at-home environment including remote learning and working from home. Growth was experienced in electronics, home office, home theater, games and streamed content.  

The third wave of the pandemic exhibited stronger sales in discretionary categories as compared to the first two waves. June through August apparel and accessory sales dropped 22-25% compared to last year, a great improvement from the drop of 62% in May. August brought a slow and extended back-to-school period which lasted through September and included shifts from the traditional categories of clothing and supplies to electronics and remote learning items. 

September sales results showed the best performance post-pandemic in apparel and accessories, dropping only 12%. Other segments that performed well in September were Grocery (up 10.5%), Home Improvement (up 23.4%) and Discount/Warehouse
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stores (up 6.8%). Traditional department stores, heavily reliant on apparel and accessories, continued their soft performance — down 8.2% but better than season-to-date at minus 19.4%. 

Superhero status

The hero segment is an obvious one with online purchasing leading throughout the pandemic. Season-to-date sales through September are up 22.1% over last year, with September itself up 27%. Amazon
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posted 26% increased revenue in the first quarter, 40% increased revenue in the second quarter, and is expected to post similar results for the third quarter.

While apparel and accessories were soft across all segments of the industry, Millennial and Gen Z favored online brand, ASOS, was able to achieve a 10% increase over the period of March through June, a beacon of light in an otherwise difficult category. 

Holiday shopping extends from October through December

Corporate Baby Gifts – How to Choose the Perfect Gift for an Employee or Customer

At some point, almost every business will need to purchase a baby gift to send to a new parent. Perhaps it’s a loyal customer that you want to show your appreciation to, perhaps a new customer that you are building rapport with, or perhaps an employee who you’d like to celebrate with. Whatever the reason, finding the perfect baby gift can build great relationships and form a lasting impression.

When my son was born, my husband was the vice president of a small construction company. One of their major vendors brought us a gift card for a local baby store. We were very appreciative that they thought of us, and now even 7 years later I can still remember receiving it. Now that’s staying power.

I generally do not recommend gift cards as baby gifts from businesses. There are several reasons why. The main one, is that a gift card does not show that much effort at all was put into the gift. It doesn’t even show that the company has taken the time to find out if the baby is a boy or girl. Another important factor is price. In general, you can find a very nice gift for much less than most people will end up spending on a gift card. A gift card has no “wow” factor, and the recipient will know exactly how much you spent on the gift.

So, how much should you spend on a baby gift for a customer or employee? There are no hard set rules or general etiquette rules for appropriate amounts. We, however generally recommend a 10% rule, with a minimum of $30. If the person you are purchasing for is an employee, take a look at their weekly salary. Whatever that salary is, plan to spend about 10% of that on their baby gift. That means if they make $400 a week, you would plan to spend about $40. If they make $1000 a week, plan for about $100. If they make $300 or less, plan to spend about $30 as you will find it hard to find a nice gift for less than $20-30. If you are purchasing for a customer, follow a similar rule, but look at approximately how much money their company spends with you on a typical week (if they don’t purchase weekly, average out what they do spend to get a weekly rate). You can then use 10% of the typical purchase amount.

Once you have your budget figured out, you are ready to start considering gift ideas. Try to find out as much about the new baby as you can. Is it a boy or a girl? Has the baby be named? What is his/her name? What was the birth date? Having this information will allow you to find a gift that will be extra special for the family.

When choosing a corporate baby gift, you’ll want to look for a few things. First of all, it should be something the family can …