Rather than operating in our normal team structure, creating separate programming for each local office and only marketing the experiences to Spotifiers based in those specific offices, we decided this was our time to drop the local and go global – focusing on offering the same programming to all 5,000+ Spotifiers around the world. We needed to put our energy into how to bring those experiences, and more, into the homes of our Spotifiers. Now, with the entire Spotify band working from home, the Px team needed to refocus and take on some different challenges. Or for the optimists, it presents a great opportunity to get creative, innovate and thrive. So, under normal circumstances, the Px team faces challenges like the planning and fine details of larger events, or figuring out what topics or initiatives will be the most impactful, engaging and valuable for Spotifiers.Ĭircumstances like the current social (or more correctly, physical) distancing, quarantine, and WFH are creating a sink-or-swim situation. Activities are driven separately in each local office, and include things like fitness & health classes, gaming rooms, lunch learns, exclusive in-office artist sessions, afterwork events, and even initiatives focused on Spotifiers with children.
To date, the approach has focused on in-person experiences, and offerings have been centered around physically bringing people together. The move to a new global WFH policy forced a reinvention of the Px strategy, which has called for a new level of creativity.
The strategy is to create experiences and drive employee engagement, and has mostly been driven by locally chosen tactics and delivery. Px is a global team dedicated to the experience Spotifiers have when they are not at their desks working – the ones they’re likely to share with friends and families. This is why Spotify prides itself on having a People Experience (Px) team as one tenant in our Culture team.
It’s commonly known that employees’ happiness relies heavily on variables outside their role, much of which boils down to company culture.
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