Anna Binder Joins Culture Amp’s Board of Directors


In a move toward strengthening its culture, Culture Amp, an employee experience platform, has appointed Anna Binder, head of people operations, Asana, to its Board of Directors. Binder has been in this role since May 2016.

During her tenure as the head of people operations, Asana was named “Best Workplace” by both Fortune and Inc. Magazine for four consecutive years. Even Glassdoor named Asana “Best Place to Work” in 2021.

Binder holds an MBA from IESE Business School and a BA in Political Science from the University of Oregon. Further, Binder is a board member for The Women’s Building in San Francisco.

See more: Combat Remote Work Challenges With Centralized Culture Communities

Talking about the appointment, Didier Elzinga, founder and CEO, Culture Amp, said, “I’m thrilled to welcome Anna to Culture Amp’s Board of Directors as we continue to redefine the world at work, helping more companies and leaders to put culture first. During Anna’s time at Asana, the company has been recognized for building a culture powered by clarity, co-creation and inclusion. Anna is a world-renowned leader in the people and culture space and strongly believes that culture is a core driver of business success. I have been a long time admirer of how intentionally Anna, and Dustin [Moskovitz, Asana CEO], have built and scaled their culture and built their company around it. I am excited for the insight and experience Anna will bring to our board.”

Anna BinderOpens a new window , head of people, AsanaOpens a new window

Speaking about joining the Board, Binder said, “At Asana, we believe that the investments we make in our culture are what drive our business forward. We’re proud to use Culture Amp regularly to help us build our people-first culture. I know how committed Didier and the entire Culture Amp team are to making people’s work lives measurably better. I couldn’t be more excited to be part of the mission to improve the world of work for 100 million people.”

Katharine Coombes Joins as VP Talent

Meanwhile, Katharine Coombes joined the company as VP Talent, based in London. Coombes had earlier worked with LinkedIn for ten years and led talent acquisition across various geographies. She also led the design of LinkedIn’s talent attraction strategy globally and held leadership roles chairing ERGs such as Women @ LinkedIn. She further re-designed internal hiring and was instrumental in growing the APAC employee base from 30 to 3,000.

Talking about her appointment, Elzinga said, “Katharine is a true global talent leader and we are excited to have someone of her calibre working out of EMEA  as we continue to grow our global footprint. With our team expected to pass more than 800 Campers in the next six months, we are thrilled to have Katharine join the team to lead our talent acquisition strategy.”

Katharine CoombesOpens a new window , VP Talent, Culture AmpOpens a new window

“I am thrilled to be joining Culture Amp. Every leader I met through the interview process showed exceptional vision and integrity for making the world of work better for employees. The world has shifted and executives and employees alike are adapting to this new integrated work life world we now operate in. I am excited and motivated to be a part of a company that is at the forefront of tackling this with their customers,” said Coombes, talking about her appointment.

See more: The Culture of Me: Connecting With Millennials and Gen Z Is All About Personalization

Why This Matters

An organization’s work culture hugely impacts employee engagement, experience, and overall company growth and financial performance. According to a Jobvite studyOpens a new window , 81% of job seekers feel company culture is critical when applying for a job. Similarly, in a Heidrick & Struggles study, 11% of the companies considered “culture accelerators” cited culture as one of the top three drivers of their financial performance. Their financial performance is more than double that of other companies. However, while many companies prioritize work culture, the study also found that few companies consider culture a key driver of financial performance.

Culture accelerators do a few things differently. They:

  • Link culture with their business strategy
  • Focus on enhancing people experience, including putting effort toward diversity, equity and inclusion (DE&I), and
  • Broadly engage their employees

Following a few such steps will enhance the company’s growth, employee experience and the overall bottom line.

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