Twitch’s HR Director on Sustaining the Company Culture

  • During the COVID-19 pandemic, Twitch nearly doubled its daily user base.
  • Lenke Taylor, Director of Human Resources at Twitch, details how the company has virtually adjusted its culture.
  • Taylor was named one of Insider’s HR innovators in 2021.
  • This article is part of our “HR Insider” series on HR leaders and their remarkable strategies.

During the pandemic,


Tic

The daily user base of s has grown from 17.5 million at the start of 2020 to 30 million by the end of the year. the


Diffusion

The platform, which is known to have a non-hierarchical culture, has had to use its talent management strategy to meet growing demand.

The company cherished its office culture, which included cookies in the kitchen, intense collaboration on new product updates, and a physical workspace that played “a vital role in creating a sense of community. “Lenke Taylor, head of human resources at Twitch, told Insider. Taylor has been named one of Insider’s 2021 HR Innovators.

Taylor had to find a way to continue cultivating the collaborative culture of Twitch, when everyone was working from home.

“It was more important than ever to nurture the sense of inclusiveness, engagement and community that is so essential to Twitch as a brand,” she said.

Make culture virtual

As they shifted to fully remote, Twitch hosted virtual events such as interactive cooking classes and meeting new employees, as well as emotional support and office ergonomics coaching. home.

The company offered modified work or relocation plans for employees as needed. They also sent employees a box of beloved cookies, which Taylor called a “delicious nod to bringing a favorite element of the Twitch HQ office experience.”

“Many of these initiatives have been fueled by the passion and direct contribution of our employees,” said Taylor. “Before and throughout the pandemic, I have always sought employee feedback at monthly employee roundtables, which revealed new issues and reiterated my own position as an equal and committed member of the team. “

Taylor’s said his main job is to support employees, which includes understanding employee experience and advocating for a better one.

She works closely with her team, who have adapted most of the company’s in-person community development programs to a fully virtual environment.

“It has been incredibly rewarding to see our team come together and adapt to an incredibly difficult environment and find ways to thrive,” said Taylor.

Invest in DEI

Twitch’s strategy for diversity, equity and inclusion is based on three pillars: developing talent, being inclusive and increasing diversity.

His tactical goals focused on increased accountability for hiring, training, employee support and access to company programs. Taylor said the company uses data to track progress, assess pay equity and hold the company accountable.

“We recognize that there are systemic causes in society that create inequalities and we are working on the design of our internal programs to promote fairness and combat prejudice,” she said.

The company’s investment in inclusion also included mentoring programs for employees from under-represented groups, training on alliances, prejudice and inclusive leadership, and the expansion of employee resource groups.

An employee-centric approach

During the pandemic, Taylor said she learned that empathy is more important than ever.

“As the unexpected has become the norm, I have realized more than ever how many unique factors impact how people can survive and thrive,” she said. “I have learned how important it is to nurture the best of each individual’s abilities and to ensure that they collaborate as a team.”

This focus on people and the challenge of creating new solutions and strategies to help them is a big part of the reason Taylor enjoys working in HR leadership.

“I was drawn to HR because it offers opportunities to solve complex and dynamic problems. People are so different and unique, and that makes my job interesting and challenging, ”she said. “I like to align people’s capabilities with the needs of the business, both of which are constantly changing. It has been a very energizing and rewarding career path for me. “