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Sean Hoff

Managing Partner at Moniker

Sean Hoff is the Managing Partner at Moniker Partners, a company he founded after transitioning from a career in banking.12 Moniker Partners is an award-winning corporate culture agency that specializes in organizing imaginative incentive trips, retreats, and off-sites for companies around the world.1

Career Background

Sean's professional journey began in the banking sector. However, after attending several "President Club" trips as a participant, he saw an opportunity to improve upon the concept. This experience inspired him to leave banking and establish Moniker.1

Moniker Partners

Under Sean's leadership, Moniker Partners has grown into a successful business that focuses on:

  • Helping companies build and strengthen their corporate culture
  • Organizing virtual and in-person events
  • Creating unique experiences for businesses globally

Company Structure and Culture

Moniker operates as a fully remote company with 19 employees spread across Canada and no physical office.4 As a travel company, they tend to attract individuals who are passionate about exploring the world and creating memorable experiences.

Expertise

Sean Hoff is recognized for his expertise in several areas:

  • Remote work
  • Corporate culture
  • Travel industry
  • Event planning and management3

Through his work at Moniker, Sean has developed a talent for "creating magic from a blank canvas," transforming ideas into extraordinary corporate events and experiences.1

Highlights

Aug 30 · linkedin

This week's nugget on building culture in remote teams: 𝗣𝗮𝘆𝗶𝗻𝗴 𝗣𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗥𝗲𝗮𝗱. (𝘺𝘦𝘴, 𝘺𝘰𝘶 𝘳𝘦𝘢𝘥 𝘵𝘩𝘢𝘵 𝘳𝘪𝘨𝘩𝘵)


We recently introduced the 𝙈𝙤𝙣𝙞𝙠𝙚𝙧 𝘽𝙤𝙤𝙠 𝘾𝙡𝙪𝙗 ("MBC"). The general concept is we curated a library of 100+ books on personal development, leadership and business topics, and general "self-help" books like Brené Brown's great "𝘋𝘢𝘳𝘪𝘯𝘨 𝘎𝘳𝘦𝘢𝘵𝘭𝘺". Then we assigned point values between 25-100 depending on the material, and as people complete the books - we compensate them in cash on their next payroll.

Sounds crazy, right?

𝗪̲𝗵̲𝘆̲ ̲𝗪̲𝗲̲ ̲𝗗̲𝗼̲ ̲𝗜̲𝘁̲ The MBC initiative's #1 goal is to encourage self-development & stimulate intellectual curiosity by incentivizing our people to read books that will teach them new ideas, learn new concepts, and broaden perspectives that will help them grow both as a person and in a professional capacity. As more people read these books and start talking about the ideas and concepts amongst each other, the hope is that new ideas will be brought forward that will benefit the company, and that our people will generally "level up" in their personal lives - which can only benefit us overall.

𝗛̲𝗼̲𝘄̲ ̲𝗜̲𝘁̲ ̲𝗪̲𝗼̲𝗿̲𝗸̲𝘀̲ We use the amazing platform www.BetterBookClub.com, founded by a tremendous proponent of building workplace culture, Arnie Malham.

(1) - We set up a library with as many (or as few) books that are "approved" for the MBC, and assigned point values based on length, complexity, and topic. (2) - All employees are eligible, and when they join MBC, they are asked to set up a profile and also indicate which of these books they've already read, and which books are 'on their list'. (3) - Moniker will cover the cost of ordering the book (and we encourage e-books!), and the platform keeps track of who's reading what at any given moment. It also makes suggestions for people to connect, if 2 people are reading the same book at any time. (4) - Once someone completes a book, they are asked to fill out a brief 'Book Report', answering a few questions that we created (happy to share if anyone is interested). We want to understand (a) what did they get out of the book?, (b) were there any themes or concepts that resonated with them?, and (c) would they recommend this to anyone else in the company? (5) - As reports are approved, we will add the $ amount of the point value to their next paycheque as a small cash bonus. (6) - We also encourage people who 𝘳𝘦𝘢𝘭𝘭𝘺 enjoyed a particular book, to host a "Lunch & Learn", to share the ideas or lessons with anyone who's interested.

So far, there has been overwhelming interest and people are gobbling up new books and knowledge as fast as they can. A lot of people also mentioned that they had been intending to get around to some of the books included in our library, and this was the incentive they needed to finally do it.

How about you? What book would you recommend we add to the library?

Aug 1 · linkedin

This week's nugget on building culture in remote teams: 𝗧𝗵𝗲 𝟰-𝗗𝗮𝘆 𝗪𝗼𝗿𝗸 𝗪𝗲𝗲𝗸

This is a pretty hot topic in the workplace right now. Lot's of companies have trialed, most with mixed results. Employees obviously love an extra day of 'me-time', and Employers have mixed feelings about whether it has the effects intended. (Fun Fact: Greece has recently gone the complete other direction, introducing laws allowing some Employers to mandate a 6-day workweek, in exchange for 40% bonus pay on the extra day).

𝙎𝙤 𝙬𝙝𝙖𝙩 𝙖𝙧𝙚 𝙩𝙝𝙚 𝙋𝙧𝙤𝙨 & 𝘾𝙤𝙣𝙨? Supporters say it restores work/life balance, while critics allege it constrains productivity and reduces output. So what has been our experience, and why do we do it?

𝙊𝙪𝙧 𝙀𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚 Moniker introduced our 4-Day Workweek in 2023, as part of a "Pilot Program", and based on it's success, we brought it back in 2024. The general guidelines are: • It spans the entire Summer (defined as the weeks between Summer Solstice in June to Labour Day at the end of August; ~10 weeks) • It means working an extra hour on Monday-Thursday to compensate • You are responsible for managing your workload and getting your work done, and missing a pressing deadline on Thursday might mean you might have to finish it on Friday • We all acknowledge that the rest of the world continues to work on Fridays, and there may (and likely will) be scenarios that come up where you might have to put in a bit of time on a Friday every now and then, but only in rare cases if we managed our clients expectations well

The results have been a resounding success. People absolutely rave about them in our Pulse Checks, and as a business owner I would argue it has actually 𝘪𝘯𝘤𝘳𝘦𝘢𝘴𝘦𝘥 productivity, with people putting in the extra effort when needed during the week, to make sure everything is wrapped up by Thursday EOD, so they have as much time on Friday's as possible. Sure, there have been some instances where we've had to send a few e-mails, follow up with a vendor, or finish up something on a Friday morning - but overall, people have been very understanding and appreciative of the initiative.

From a culture-building standpoint, we've found that giving people a 'privilege' like this, something that they are well aware that other employers don't offer, has boosted morale, increase work/life balance, and reduced stress. And the quid-pro-quo exchange of our willingness to treat them like human beings and adults responsible for managing their own workloads - in exchange for extended summer weekends - builds a mutual trust and respect. It also helps us from a brand-boosting standpoint, as when friends & family ask about their Fridays off, they are proud to share how progressive their workplace is!

What are your thoughts? How do you think a 4-day workweek would impact productivity at your workplace? Would you consider an adjustment in compensation if it was made permanent, year-round? Share below!

Related Questions

What inspired Sean Hoff to leave banking and start Moniker?
How does Moniker create "magic from a blank canvas"?
What are some of the most memorable trips or retreats organized by Moniker?
How does Moniker's fully remote setup impact their work culture?
What makes Moniker an award-winning corporate culture agency?
Sean Hoff
Sean Hoff, photo 1
Sean Hoff, photo 2
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Location

Toronto, Ontario, Canada