The Future Kind

Let’s be honest - too many company offsites feel like mandatory fun mixed with corporate buzzword bingo. Common offsite fails: ? Death by PowerPoint 8 hours of ‘vision and values’ slides that no one remembers by next week. ? Forced fun Trust falls? Icebreakers? Escape rooms that make everyone regret coming? ? Zero real takeaways Just a ‘networking’ free-for-all where senior leadership talks at people instead of with them. ? Same conversations, different venue If your offsite is just an in-office meeting but with worse WiFi, what’s the point? What to do instead: ? Intention over vibes Set a real purpose for the offsite - what should people leave with that they didn’t have before? ? Make it a two-way conversation Offsites shouldn’t just be a stage for leadership. Let your team contribute to shaping the future. ? Balance strategy with socialising People need space to connect, but also real discussions that move the needle. ? Follow up like you mean it A good offsite isn’t just about what happens in the room - it’s about what happens after. Because if your team leaves feeling exhausted, uninspired, or actively dreading next year’s offsite, something’s gone very wrong. Want help planning an offsite with the perfect balance of intention and fun? Holler at us ?? https://lnkd.in/eHVuYCtg

Only 20% of employees feel truly connected to their company’s culture. The good news? Managers are slowly getting there - Gallup found a 4% increase in managers feeling more plugged into company culture. And that matters, because if managers aren’t living and breathing it, their teams definitely won’t be. Culture isn’t an email from leadership or a slide deck on values. It’s what people experience every day. And when it’s clear, consistent, and actually embedded in how work gets done, employees don’t just know the culture - they feel it. Employees are watching what leaders do - not what they say. A strong culture isn’t about stating values, it’s about showing them in decisions, priorities, and day-to-day interactions. The fix? ?? Make culture more than just words - embed it into how work actually happens. ?? Equip managers to reinforce and translate culture, not just ‘cascade messages.’ ?? Hold leadership accountable - if they don’t live it, no one else will. Need some help equipping your leadership team with the right tools? Talk to us ?? https://lnkd.in/eNW46_sm

Let’s be honest - culture without intention is just a situationship. If leadership keeps leaving the People team on read, maybe it’s time to send them a Valentine. We've got you covered ??

Ever feel like you’re having the same conversations over and over again? ?? We need to fix onboarding. ?? Performance reviews aren’t working. ?? Why does our People strategy feel…random? ?? Employees are burning out, but leadership wants another engagement survey. You’re not alone. People teams everywhere are stuck repeating the same problems - not because they’re not working hard enough, but because People keeps getting treated like a process instead of a system. Here’s the shift: People is a product. And like any product, it needs to be designed, tested, and iterated - not just rolled out and hoped for the best. A quick fix to break the cycle today: Before tackling your next People initiative, ask yourself: ?? What problem are we actually solving? If you can’t explain it in one sentence, you’re probably fixing a symptom, not the root issue. ?? How will we measure success? Engagement surveys alone won’t cut it - define clear, meaningful metrics beyond ‘participation.’ ?? What’s the smallest possible test? Don’t launch big and hope - it’s better to pilot with one team, gather feedback, and refine. ?? Who actually owns this? People teams can’t do this alone. Assign clear ownership beyond your team to make sure the work doesn’t fall apart post-launch. If your initiatives aren’t designed to be tested, adjusted, and owned beyond the People team, they’re not built to last. There’s a better way. We’re about to share it. ?? Stay tuned.

Sound familiar? Yeah. We thought so. People teams are stuck in an endless loop - running surveys, making plans, launching initiatives… only to start over when nothing actually changes. It’s not because you’re not doing enough. It’s because most HR solutions aren’t designed to scale. But what if they were? What if you had the tools to design people systems that actually work - not just for a launch, but for the long haul? ?? Something’s coming. And it’s going to change the game. Stay tuned.

Hey leaders, quick question: What’s one thing you’ve done lately to make your team’s experience better? If you’re drawing a blank, don’t worry - you’re not the only one. When things are growing fast, employee experience can get pushed aside. But here’s the good news: it doesn’t have to be complicated. Start small with actionable steps: ?? Host a listening session to hear directly from your team - what’s working and what’s not? ??? Map the team’s biggest challenges so you can identify where to focus your energy. ?? Create quick wins to show progress and build momentum. Remember, small actions now can have a big impact later. Improving employee experience isn’t about doing it all at once; it’s about taking one step at a time and building from there. We can help you turn intention into action, get in touch ?? https://lnkd.in/eNW46_sm

Offsites aren’t just a day away - they’re a powerful opportunity. Done right, they give you a chance to: ? Get everyone on the same page about the big goals ? Boost energy and motivation ? Rethink how you collaborate To get the most out of your offsite, ask yourself these three key questions when planning your agenda: 1?? What’s the ONE thing we really need to accomplish? Make sure you know exactly why you're having the offsite. Is it to get aligned on strategy? Tackle a specific issue? Build trust within the team? Stick to one or two key goals - trying to do too much can turn into a messy day that feels all over the place instead of productive. 2?? How do we mix strategy with connection? Offsites shouldn’t just be back-to-back meetings. Include some fun and creativity, and plan some team-building activities. Balance structured sessions (like brainstorming and planning) with moments that help build personal bonds - people usually do better when they feel part of a tight-knit crew. 3?? What’s our game plan for after the offsite? You’ll probably come up with some great ideas, but if there’s no follow-up, they don’t mean much. Make sure to assign clear owners for every next step and set deadlines before the day wraps up. Keep everything organised in one place, like a shared Notion or Miro board, so you can track decisions and action items. Get these answers right, and your offsite becomes more than just a “nice day out" - it’s a springboard for real results. Need a game-changing offsite? We’re ready when you are ?? https://lnkd.in/eNW46_sm

Back in November, Natalie Pearce dropped some wisdom on the Web Summit stage ?? Your culture is basically your company’s operating system. It’s the set of unspoken rules that shape how your team talks to each other, tackles problems, and finds success. But here’s the deal: like any operating system, it doesn’t just happen on its own - you’ve got to design it. Here’s how to do it: 1?? Define behaviours: make it clear how your team should chat and sort out disagreements 2?? Make values real: turn those big ideas into actions that everyone can actually follow 3?? Weave it into everything: incorporate culture into hiring, promotions, and even offboarding - it should guide all your choices 4?? Keep it alive: recognise people who live your values, but also address it when people don’t Culture isn’t just a “nice to have" - it’s the backbone of success. So, what’s your company’s operating system like, and is it getting you the results you want? If not, give us a shout ?? https://lnkd.in/eNW46_sm

You can throw all the free snacks, ping pong tables, and fancy swag at your team, but if their day-to-day experience is chaotic, unstructured, or full of friction, those perks won’t make a difference. Good employee experience happens when you design an environment where your people can truly thrive - where they feel heard, supported, and aligned with the company’s vision. And the best part? You don’t have to guess how to do it. Start by asking your team what they need. Their insights will guide you to build something meaningful - because culture isn’t what you say it is; it’s what your people experience every day. Want to know how to create a culture that sticks? Let’s chat ?? https://lnkd.in/eNW46_sm

If your team is feeling stuck, scattered, or just plain exhausted, an offsite can do more than boost morale - it can refocus your goals, rebuild team alignment, and reset your culture. ?? Missed KPIs? Bring the team together to refocus and recharge. ?? Misalignment? Get everyone moving in the same direction. ?? Culture complaints? Reset the tone and rebuild trust. A great offsite isn’t all about having fun (although we're really good at that too ??) - it’s really about equipping your team with the tools and energy they need to thrive in 2025. Ready to design an offsite that makes an impact? Let’s talk ?? https://lnkd.in/eNW46_sm