TribeHR and NetSuite Turn it Up to 11

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Turn it up to 11

If you haven’t heard already, I have some very exciting news - yesterday we announced that TribeHR has entered into an agreement to be acquired by NetSuite. I’m writing this post to share a few personal thoughts directly with our customers and partners.

We founded TribeHR with the belief that inspired, engaged and connected employees build the best companies – we built TribeHR to help our customers cultivate that reality within their own organizations. With a modern cloud application that gives employees and managers access to performance, recruiting, and core HR data, we’ve improved the employment experience for tens of thousands of people around the world.  This team-up with NetSuite lets us take that vision to the next level far more quickly than we could on our own.

As you can imagine, the agreement to be acquired by NetSuite is a big deal for us, and we couldn’t have found a better partner. NetSuite, like TribeHR, recognizes the power of a unified application, and how connecting people with the right data is a transformative experience. By linking our human capital management (HCM) tools and expertise with their cloud-based enterprise resource planning (ERP) leadership, we significantly amplify our impact. This is great news for our customers, our product and our team.

For our customers, team and community there will be no day-to-day impact – except for the innovative development, enhanced service and dynamic growth that comes from being backed by a well resourced, world-class software organization. We will continue to run TribeHR doing what we believe is best for our customers, culture and business. Product development will continue in our Kitchener-Waterloo office, and customers can use the same communications channels as before to reach us for support. As a bonus, existing customers have the opportunity to adopt NetSuite for streamlining their business processes and realize even deeper integrations with NetSuite.

As we go forward, the TribeHR team you have partnered with to date will continue to provide exceptional service and support as your main points of contact, and I will continue to lead TribeHR in addition to other HCM initiatives within NetSuite.

If you have any questions, please feel free to reach out directly. Thank you for all your support, I’m looking forward to everything we’ll accomplish together as we continue to grow!



Keeping It In-Office at the HR Water Cooler

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Internalizing the HR news for the week ending July 5th, 2013: Focus on the Frontline Empowering staff is no easy task, especially in a customer service role. Working in a fast-paced environment while dealing with irritable customers often makes it hard for representatives to stay enthusiastic. Here are some tips from Harvard Business Review on empowering customer service employees: Get Started: Connect the front line to the customer strategy. Empower Your Workforce: Teach people to think for themselves. Experiment to Implement: Grant front line workers latitude to experiment. Eliminate the Barriers: Smash your hierarchies. Invest in Your Frontline: Allocate budget space …

Keeping Staff Happy at the HR Water Cooler

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All the positives of the HR news for the week ending June 28th, 2013: Recess Without Stress Leave time is a big part of keeping your team happy. This week Forbes highlights the importance of planning employee vacations at the right times. Time-off is best when scheduled away from any important company dates or product releases. When it’s time for an employee to be away, managers and co-workers should be prepared, and auto-responders configured properly. Make sure to also clearly define when and how the absent employee can be contacted on their mobile phone. Rest and recuperation is the …

Asking Questions at the HR Water Cooler

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Investigating the HR news for the week ending June 23rd, 2013: How do you hire the best candidates? Asking questions is the first step to solving most problems. When it comes to hiring, asking and listening will help you determine which candidate is the best fit. In an article on best hiring practices this week for Inc., Jeff Haden requests that we ask these three behaviour-related questions: What do you know about our business and industry?  How did you come to learn that what we do is important to our clients? What is your favorite aspect of our business, and …

Defining Company Culture at the Water Cooler

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Interpreting the HR news for the week ending June 14th, 2013: Pillars of Stability Our friends at OpenView have a culture of collaboration based on three principles, which are discussed in a new article on their blog. Adopting the scrum methodology, addressing the “five dysfunctions of a team,” and encouraging employees to bring their “best self” to the table, all help them focus on what matters to them as a company. Businesses that stress their shared values, team dynamics, and positive outlooks are better able to work together to solve problems. That’s news that never …

Hiring in the Age of Technology from the HR Water Cooler

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Filtering through the HR news for the week ending June 7th, 2013: Nice Enough For new graduates, the competition to find a dream job straight out of college is fierce. Many seek the perfect role while they get by via a retail or entry-level position in the meantime. This week Fast Company discussed the importance of balancing a great cover letter and resume with “soft skills.” With the increasing focus on company culture, for many businesses it makes sense to hire someone based on personality fit, then provide more in-depth training to fill in specific skill gaps. Volunteer or …

Keeping Your Employees Focused at the HR Water Cooler

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Concentrating on the HR news for the week ending May 31st, 2013: Summertime Distractions With summer looming and the prospect of many employees’ scheduled vacations, distractions are on the rise too. The sun is shining and the office may not seem as rewarding of an environment in comparison. To keep your employees focused during this time of year, executives and managers need to stay on task as well. Forbes touches on the habits of company leaders and how they affect the work ethic of their employees. If managers have a laid back attitude during the summer, or lower …

Getting Promoted at the HR Water Cooler

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Climbing through the HR news for the week ending May 26th, 2013: Becoming aware of growth opportunities In order to advance their career, employees need first to determine where they want to be in the future. It's easy to claim dissatisfaction in a current role, but to make the shift towards advancement you need a “promotion focus” says Heidi Grant Halvorson for an article in the Harvard Business Review. The mindset that goes along with having a this focus lends itself to recognizing innovative opportunities for advancement. Help employees to recognize the opportunities that are available to them …

Stepping Outside Your Comfort Zone at the HR Water Cooler

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Tiptoe-ing through the HR news for the week ending April 26th, 2013: Quit being so efficient Employees at every company hope to find success in their careers—who doesn’t? Once those pesky butterflies from the first few weeks of a new job go away and employees get settled into the daily routine, they’re able to get into a groove and handle their responsibilities with ever-increasing speed and precision. But this comfortable pattern, Inc. taught us this week, may not always be the most conducive to success. Employees often get caught up in the pursuit of …

Leading the Pack at the Water Cooler

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Pioneering through the HR news for the week ending April 12, 2013. Ahead of the Past We all dream of second chances—the opportunity to travel back in time armed with the knowledge we have now and the will to do things differently. This is especially relevant when it comes to our careers. An article in Forbes this week reflected on such a sentiment, offering advice to the twenty-somethings in today’s workplace. Find a trusty mentor within your organization, the author advises, who can keep you on track at work in spite of the many distractions that will come …

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