Our Strength is in the Power of Our Collective.

Once friction is clearly identified, there is often a long list of potential improvements. Some are small and easy to address. Others are more complex and require coordination across teams. All of them can feel important.

Most organizations don’t struggle to collect feedback. They struggle to interpret it

At a basic level, employees are looking for four things: 1. What is changing 2. Why it is changing 3. When it will happen 4. Why it matters

This post starts a new series on reducing friction at work - focusing on how organizations move from feedback to action.

Over the past several weeks, I’ve written about the Workplace Experience System and the four elements that shape how work actually happens: environment, work design, leadership, and enablement systems.

In my previous posts, I introduced the Workplace Experience System and explored how environment and work design shape the way work gets done. The next element is leadership — and it is often the most influential, and the least explicitly addressed.

The next element is work design, and in many ways, it’s where workplace experience is either strengthened or undermined.

According to investment banking firms, including Keefe, Bruyette & Woods there are warning signs on the horizon, especially for the...

WORKTECH Academy's annual The World of Work in 2023 report gives a taste of what will be happening in the world of work over the coming...

WORKTECH22 San Francisco was yet another great event attended by many workplace and work experience professionals from some of the most...