# Meet Anna Binder, Asana’s first Head of People Operations > We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Source: https://asana.com/inside-asana/meet-anna-binder ## Meet Anna Binder, Asana’s first Head of People Operations _Editor’s note: We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Before joining Asana, Anna was VP of People at MuleSoft and previously held leadership positions at ReadyForce and IronPort Systems._ At fast-growing tech companies, we always invest in our businesses—and often invest heavily in recruiting—but we rarely invest with the same rigor in our people. Asana is exceptionally different, and it’s why I’m excited to announce I’ve joined Asana as its first Head of People Operations. In my new role, I’ll work closely with our co-founders Dustin and Justin as we scale the amazing culture they’ve built here from the ground up. Equally as important, I’ll be doing great things together with each and every one of our now-more-than-200 Asanas as we take this values-driven company to the next level. ## Culture is what connects business goals, values, and people Every company has a culture, whether you’re a small nursery offering gardening services, a global law firm, or a burgeoning tech startup. Whether or not that culture has been intentionally designed is what can matter most. Culture is often misdefined and it’s obviously not the same as perks and benefits. Rather, culture lies at the very core of a company; it’s what connects three crucial parts of an organization. It’s helpful to think of them as the three points of a triangle. One point of the triangle is the organization’s business goals. What is your organization trying to achieve in the marketplace, and how will it get there? Second is values. What are the values of the company, especially of its founders? Everything starts with the values held by company leadership and how well they walk the talk. The third is people, or in operational terms, “people touchpoints.” These are all the programs, communications, and behaviors within a company itself—things like the budget, the language used in job descriptions, and how decisions are made and communicated. There are potentially thousands of these touchpoints in any given company—and every one of them matters. Culture is what lives in between these three points, connecting them together. My goal is to build and evolve people programs that help us achieve our business, [diversity, and inclusion](https://blog.asana.com/2015/12/diversity-at-asana/) goals in a way that is consistent with our [values](https://asana.com/company). ## Scaling Asana’s great culture through world-class people operations Asana is built on a foundation of mindfulness. As [Dustin has discussed](https://medium.com/building-asana/mindful-sana-e5932912d1df#.qywrtqffv) many times, [mindfulness informs everything](https://www.startupgrind.com/blog/dustin-moskovitz-of-asana-facebook-nurture-these-two-things-to-craft-a-great-work-culture/) from how we make tough trade-off decisions in the product to how we onboard new hires and develop managers. As our headcount continues to grow, we’re committed to our idea of “fast growth, mindful business.” And we’re constantly looking at ways to ensure that our incredible culture continues to thrive through our people programs, especially as they (naturally) grow more complex in nature. In more concrete terms, these are business questions like: What’s our compensation philosophy as we continue to expand into different geographies? How do we scale the programs like our [Conscious Leadership Group workshop](https://blog.asana.com/2016/04/workstyle-what-two-days-leadership-training-taught-us/) for all staff? What are the most important internal metrics and drivers that matter to the health of a much-bigger Asana in a year’s time? And how do we start understanding that data now? I do believe that an examined life is an improved life, and Asana is certainly a company dedicated to examination, reflection, and betterment. I’m delighted to join the team and build on the many things that are already working so well. I’m even more excited to [help drive where we go next](https://blog.asana.com/2017/02/asana-company-updates-2017/). - [透過多元性、包容性及歸屬感，打造更強大的 Asana](/zh-tw/inside-asana/diversity-inclusion-belonging-2023) 公司 #### 內容撰稿人 At Asana, our mission is to help humanity thrive by enabling the world’s teams to work together effortlessly.At a time when the key tenets of diversity, inclusion and belonging ar ... - [Scale：加入我們在 10 月 20 日的虛擬企業會議](/zh-tw/inside-asana/register-scale) 公司 企業組織在去年第一手地見證了混合式工作對於其團隊的目標達成能力所造成的影響。根據內部研究，企業員工有 55％ 的時間花在切換應用程式與工具，導致他們的工作中斷、任務遺失、無法達到里程碑。各個工作團隊始終覺得進度落後，讓他們難以預先思考、創新或擴大規模。 我們去年學到最重要的一件事情，就是改變是唯一的不變，而今天的工具無法快速適應，難以滿足企業的需求。組織需 ... - [您的使命就是我們的使命](/zh-tw/inside-asana/mission) 公司 #### 執行長暨共同創辦人 以下內容是我最初在一家全球性公司的全體員工會議上發表的演講。 在 Asana，我們的使命是讓世界各地的團隊能夠毫不費力地進行合作，從而幫助人類繁榮發展。 雖然這些天很容易看到新聞並決定世界在各方面都變得更糟，但最近的歷史向我們展示了世界正在變得更好的一些關鍵方式。 在過去的兩個世紀中，人類取得了巨大的進步，極大地減少了生活在極端貧困中的人數，教育了更多的人 ... - [您的資料，就該以您的方式使用：宣佈 Asana 歐盟資料中心](/zh-tw/inside-asana/eu-data-center) 公司 #### 內容撰稿人 From day one, our mission at Asana has been to help humanity thrive by enabling the world’s teams to work together effortlessly. And when we say the world’s teams—we mean it. Toda ... - [Meet Anna Binder, Asana’s first Head of People Operations](/zh-tw/inside-asana/meet-anna-binder) 公司 Editor’s note: We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Before joining Asana, Anna was VP of People at MuleSoft and previously held le ... - [公司](/inside-asana/company)