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Job Design


With turnover at an all time high, organizations fear that their employees are unengaged, and wonder why employees leave the organization.  

When Facebook conducted a study to uncover this, they were surprised to find that the main cause of employee departure was the nature of job itself. Some key factors of the job include: upward mobility, meaningful work, growth, opportunities to use their skills and abilities, challenge, autonomy, and recognition. 

This prompted the immediate realization that in order to allow employees to guide their career paths and work, there needed to be a focus on incorporating job design in organizational values and culture. 

The question then becomes how can we design jobs so that:

1) Employees are more productive and satisfied

2) It results in greater organizational efficiency



  • Create culture that encourages employees to take initiative to shape their own work content and automate redundant tasks
  • Build processes that sustain and further fuel renewed interest in work more stimulating work
  • Provide incentives to help companies adapt to digital disruption and changing employee needs
  • Help growing companies reorganization title and organization structure to better support their growth
  • Alter structure and content of work with the goal of improving performance, well-being, efficiency, presenteeism, and lower stress, burn-out, turnover, and distractions

Performance Management Innovation


Many organizations have come to the realization that their current method of evaluating employees' work neither drives employee engagement nor encouraged high performance. Historically, performance reviews have been focused heavily on past results, thus offering no practical look into the future. "We are in need of something nimbler, real-time, and individualized," encourages Deloitte executives.   

In order for performance management to succeed in this age of automation, we must focus on asking questions that measure alignment, drive performance, and forge the appropriate initiatives and projects. 


  • Craft future-focused performance evaluations 
  • Implement systems to evaluate employees more consistently 
  • Develop performance review processes that support matrix work environments 
  • Drive engagement strategy forward through actionable questions in engagement surveys
  • Incentivize innovation and automation in reward systems
  • Position compensation and reward structures to reflect values and desired growth

Organizational Advancement Programs


Historically, organizational design and culture have revolved around helping organizations promote an engaging employee experience in hopes of increasing organizational efficiency. Strong culture is crucial, for employees who enjoy their environment are more productive and more likely to stay at the organization. But how to do we design culture to not only promote organizational efficiency but also organizational advancement? What kind of bonds can we forge between employees that promote the sharing of knowledge, autonomy, and collaboration?

As more of a bottom up approach, this service focuses on building sustainable structures and programs to shape employee experience by forging bonds between employees and departments, and putting employees in healthy communicative ecosystems. 

Not to mention that company culture is currently ranked #1 in what employees look for--let us help you build your employee value proposition. 


  • Design peer coaching and accountability programs
  • Identify and integrate values into core HR processes
  • Implement programs that encourage collaborations and transfers between departments
  • Develop a culture of continuous recognition at all levels
  • Incorporate events like hackathons that allow employees to explore other projects and reimagine their own roles
  • Utilize a combination of measurement, communication, and recognition techniques to build powerful relationships between employees and company values

B2B Mentorship


Think of this program as an inter-organizational advancement movement; it's about raising the bottom line for all of us!

It's simple. Following our services, we conduct an analysis your team's challenges, and provide you the option of pairing your team with a team from a different organization experiencing similar challenges to share insights, brainstorm ideas, and collectively problem solve. 


  • Pilot the movement to challenge the status quo and transform the way businesses interact 
  • Increase employee engagement and inspire innovation
  • Encourage teams to think outside the box and take calculated risks
  • Expose companies to other systems, processes, rhythms, and cultures
  • Engage businesses with local communities and new technology
  • Also included are team-building and peer coaching activities, next steps to walk away with, as well as some friends!