Leading Business




How Evernote’s Phil Libin Keeps Communication Flowing

Phil Libin hasalways treasured the value of communication with regards toinfluencing his employees. He embraced the management duties ofEvernote after incorporating the business with two fellowprogrammers. The company sells software that converts images of notesinto an electronic format. Although Libin has started severalcompanies, his greatest motivation concerns the removal of obstaclesthat threaten to limit the professional development of workers.Additionally, he works to guarantee that the company culture becomesthe main focus of employee training. In this regard, Libnin ensuresthat all workers understand their contribution towards thefulfillment of the entity’s vision. The CEO keeps communicationflowing using various techniques.


Libnin hasestablished a start-up culture at Evernote that encouragescooperation and teamwork. All employees are expected to be informedof the firm’s processes and objectives. Hence, workers will becomemore diligent in their responsibilities. Moreover, the individualresponsible for performing a particular task will have cleardirection on their impact on the organization.

Small Teams

Employees atEvernote are assigned to small teams of eight or fewer workers. Suchallocation facilitates easy conversation among the members. Havinglarger groups would also increase the likelihood of conflicts anddisagreements. Hence, personal differences among group members couldlead to missed deadlines due to frustrations in communication.


The organizationhas arranged for groups of employees to have weekly meetings duringwhich the members can learn about new developments at the company.Having brief, frequent discussions contributes to efficientcommunication as opposed to holding long, irregular forums.

Lack of StatusSymbols

Noably, managersat Evernote are not honored with private offices. Libin establishedthis practice to eliminate physical barriers between workers and themanagement. Consequently, the workers are encouraged to approachtheir supervisors to request for direction or provide feedback.

Open OfficeLayout

The company hasadopted an open office layout that allows employees to talk freely.In fact, workers can walk for short distances to hold face-to-facediscussions.

Policy onPhones

Evernoterestricts its employees from having phones on desks to reduce noisydistractions. The constant ringing of phones disrupts others fromperforming their duties. Furthermore, cellular conversations canhinder concentration. Consequently, workers who need to make personalcalls are permitted to use the company’s conference rooms.

EvernoteOfficer Training

Workers whochoose to participate in Evernote Officer Training receive regularassignments to attend the meetings of other teams. Besides, employeesare encouraged to be active participants during such meetings.Therefore, they can gain a deeper understanding of the company’soperational procedures.


The company hasinstalled several giant video screens at each of its locations inAustin and Mountain View, California. The cameras on each screen showthe workers in the other facility. Consequently, employees can usespeakers and microphones to chat with staff members in the otheroffice (Angeles, 2014).


Libnin uses asix-foot-tall robot to speak to employees when he is away from theoffice (Bryant, 2012). He controls the machine remotely to visit thestations of particular staff members. Consequently, he can check onthe progress of work duties and assignments.


Besides, the organization has established a policy that bansirritating messages posted on areas such as washrooms and sinks(O’Brien, 2013). Instead, informal communication should comprise ofpositive, upbuilding messages.


Angeles, S. (2014, Dec. 3). Evernote `Work Chat` makes collaborationeasier for businesses. Business News Daily. Retrieved fromhttp://www.businessnewsdaily.com/7529-evernote-work-chat-business

Bryant, A. (2012, Apr. 7). The phones are out, but the robot is in.The New York Times. Retrieved fromhttp://www.nytimes.com/2012/04/08/business/phil-libin-of-evernote-on-its-unusual-corporate-culture.html?_r=0

O’Brien, C. (2013, Aug. 5). Evernote CEO Phil Libin wages waragainst `stupid office signs`. Los Angeles Times. Retrievedfromhttp://articles.latimes.com/2013/aug/05/business/la-fi-tn-evernote-ceo-phil-libin-20130805



Leading Business

Leading Business

The social media has had far-reaching impacts on various aspects ofbusinesses organizations. This can be explained by the fact thatFacebook and YouTube, among other online platforms, are importantmeans through which companies can disperse and receive information.Consequently, it has evolved into a valuable tool through which humanresources departments can reach, attract and select potentialcandidates for job offers. Additionally, the increased cost ofrecruitment as well as challenges associated with getting the rightcandidates have created the need for more innovative approaches tostaffing strategies (Landers &amp Schmidt, 2016). Raising Cane’suses the online social networks, mainly Facebook and YouTube, toreach potential employees. This includes posting available positionsand photos of workers online. Additionally, the company uploadsseveral videos on YouTube to showcase the pleasant workingenvironment provided by the organization.

There are several reasons why corporations such as Raising Cane’sare likely to adopt online social networks as essential recruitmenttools. First, they will be able to access potential passivecandidates who are not actively searching for employment. This groupof prospective workers is unlikely to be reached through otherstrategies such as referral or adverts in the company websites. As aresult, it increases the talent scope accessible by the organization.Secondly, the employer can reduce the cost of the process.Recruitment and selection are relatively expensive, especially forsmall enterprises. Since the social media is free, it is relativelycheap compared to the traditional media. Additionally, it can reach awider diversity of potential candidates (Landers &amp Schmidt,2016).

Another reason why recruiters are likely to use social media is thehigh visibility of online posts. A large number of people use thesocial media on daily basis. Consequently, a greater number ofinternet users are likely to encounter online jobs adverts. Animportant benefit accrued from these characteristics of social mediais shorter recruitment times and better quality of employees. Itallows potential candidates to respond quickly since they provideoptions through which they can directly express interests in theadvertised positions, such as links to the company website. As aresult, the company saves time and resources (Hayes, 2013). Studiessuggest that employees who are recruited through online networks aremore productive and better qualified. Probably, this is because ofthe large pool of potential candidates who are reached through thischannel. Due to the increased role of online presence in the modernbusiness environment, recruiting through the social media strengthensthe brand name and consequently competitive advantage. It markets thecompany as a tech-savvy company that can cope with modern trends(Headworth, 2015).

However, the social media is not a quick fix to challenges facinghuman resources departments (Landers &amp Schmidt, 2016). Onlinesocial media was created as a socializing tool and not forrecruitment purposes. Technically, recruiting through social media isnot a walk in the park. Human resources professionals need additionalskills to catch the attention of internet users whose primary purposeis to link with their friends. Statistics indicates that asignificant number of users are less likely to follow corporateorganizations or brands unless they have a reason to do so. Secondly,the information provided by potential candidates or employers in themajority of the online networks is limited (Hayes, 2013). Forexample, Twitter gives a maximum of 140 characters. This is notsufficient to publish all information related to the jobadvertisement. The details omitted can negatively impact on theresponses from potential candidates. Evils associated with the socialmedia have resulted in concerns about the corporate image and howonline posts affect it. For example, an advert may attract a lot ofapplicants who are likely to overreact if not considered resulting innegative online discussions. This can adversely affect the reputationof the company. Other challenges include logistic problems, a largenumber of candidates and impersonal interactions with the candidates(Hayes, 2013).

The benefits of social media in HR activities overweigh the costs.However, several strategies can be adopted to deal with thesechallenges and enable organizations, such as Raising Cane’s, tobenefit from the online platforms. The most important is a socialmedia policy. The document will provide guidelines on the companypresence in the online media. Additionally, it is essential toconduct due diligence in dealing with relationships in the socialmedia. For example, there is a need for a trained and experiencedperson to be in charge of social media communication. This will avoidsituations where the strategy can backfire and have negative impactson the organization (Landers &amp Schmidt, 2016).

Based on the information contained in the case, I would be reluctantto work at Raising Cane’s. There is no doubt that the company usesthe social media as marketing and recruitment tool with relativesuccess. However, it does not have a policy that guides theseactivities. Graves allows everything that the organization doesonline and offline. The lack of an elaborate corporate policy is aconcern because it can result in negative publicity or sudden death.For example, a post that is not well managed may lead to the massonline outcry, which can have adverse consequences on the reputationsof workers as well as the organization. Additionally, it is not clearwhether the employees are consulted before using their photographs orvideos online.


Hayes, P. (2013). Benefits and challenges of leveraging socialmedia recruitment practices. GRIN Verlag.

Headworth, A. (2015). Social media recruitment: how tosuccessfully integrate social media into recruitment strategy.Philadelphia: Kogan Page.

Landers, R. &amp Schmidt, G. (2016). Social media in employeeselection and recruitment: theory, practice and current challenges.Switzerland: Springer International Publishing.