tyllr

Humans at work. Yep, that's right. We're humans first. But too often, it gets forgotten in pursuit of the pressure to get sh*t done. Managers struggle because leading other humans is complex and emotional. And non-linear. And this is why we created 'Humans at Work' - our new series exploring what it's like to be managed when you need to be seen and heard differently. Real people. Real struggles. From menopause to race, miscarriage to neurodiversity. Life doesn’t pause when we clock in, but often people feel unsafe to share and hide things away from their colleagues. This series looks at the real, gritty, human side of work. Our aim is to empower every manager to be confident leading others in these situations. At tyllr, we don't shy away from the difficult conversations and topics because that's where the real learning happens. And in doing this, we want to help make work safer. More inclusive. Kinder. Better for everyone. Psychological safety isn't a buzz phrase. It's a must have. And don't just take our word for it. Listen to the people. #HumansAtWork #tyllr #managers

Workplaces love to say "bring your whole self to work." But let’s be real - there are rules about which parts of yourself are actually welcome. ? Speak up too much? You’re “difficult.” ? Set boundaries? You’re “not a team player.” ? Show emotions? You’re “unprofessional.” So, is it really authenticity? or just performative psychological safety? The best leaders don’t just say they want authenticity. They build workplaces where people don’t have to shrink, filter, or self-edit just to fit in. If your team is managing how they show up, they’re not being authentic—they’re surviving. Who decides the rules about what’s authentic and what’s not? #WorkCulture #AuthenticityAtWork #Leadership

One week to go! ? Managers - this is your chance to not just learn about psychological safety, but to experience it. We’re hosting a live, interactive workshop with the brilliant Catherine Gorham. This is a collaborative session where you’ll explore: → How your own experiences shape the way you create safety for others → What happens when safety meets boundaries, feedback, and real-world pressure → What tools actually help you build trust - even when things feel messy What to expect: ?? A brief dive into the history and academic models of psychological safety ?? A safe, co-created space to explore boundaries, permissions, and agency ?? An opportunity to experience psychological safety in real time, rather than just discussing it Psychological safety is what makes the difference between a team that speaks up and one that stays silent. Between innovation and hesitation. Between managers who just manage and those who truly lead. ?? April 2 | 11:00 AM | Zoom Spots are limited. If this is something you want to get better at, now’s the time. Register now! ?? #PsychologicalSafety #Leadership #ManagersMatter

Your highest performers need more from you. Too often, managers get stuck putting out fires while their top talent is left to fend for themselves. But just letting them get on with it isn’t leadership. High performers can burn out. They can disengage. They can leave. To keep them motivated and growing, you need to be intentional. Swipe through for three ways to accelerate performance while actually keeping your best people around. When you support your best people, they’ll keep making things better. ?? Read the full blog by our Writer in Residence, Hannah Keal, linked below, for a deeper dive. What’s been most effective in keeping your high performers engaged? Drop your thoughts below ?? #Leadership #TeamPerformance #HighPerformers #PeopleManagement

It’s International Day of Happiness! ? So we thought it was the perfect time to ask… What makes you happiest at work? #InternationalDayOfHappiness #WorkplaceWellbeing

Declaring 'this is a psychologically safe space' doesn’t make it one. If your team still hesitates to speak up, if only certain ideas get airtime, if feedback is encouraged but never acted on—then what you have isn’t psychological safety. It’s a performance. Want real psychological safety? Make it felt, not just said: ? Reward honesty, not just agreement. If people only get praised when they echo leadership, they’ll stop sharing real thoughts. ? Normalise “I got it wrong.” Leaders admitting mistakes sets the tone for everyone else. ? Act on feedback. Asking for input but changing nothing teaches people that speaking up is pointless. ? Make space for challenge. If pushback is seen as negativity, people will keep quiet—and you’ll miss out on better ideas. Psychological safety isn’t about telling people they’re safe. It’s about proving it. And if you want to see what that looks like in action, join us on April 2nd for a live, interactive workshop with expert Catherine Gorham. This will be space to practice what real psychological safety feels like. Click the link below to register for free ?? #PsychologicalSafety #Leadership #WorkCulture

Most managers don’t mean to kill team morale...but it happens all the time. ? Checking every detail? Feels like micromanagement. ? Dropping “urgent” requests 24/7? Creates burnout. ? Never recognising hard work? People stop caring. ? Shifting priorities constantly? Motivation disappears. ? Forcing positivity? Makes people feel unheard. ? Ignoring the impact of decisions? Stress skyrockets. Managers shape the workplace experience. But they need the right support to do it well. If your managers are struggling, what are you doing to help? #Leadership #ManagerSupport #WorkCulture

?? New course alert! ?? Studies show that 6 in 10 employees say appreciation strengthens their relationship with their manager. And when leaders model it, recognition becomes 2.5x more likely to spread across teams. Yet so many workplaces still get this wrong. Appreciation is the glue that holds culture together. It builds trust, boosts performance, and makes people actually want to stick around. That’s why we teamed up with Debra Corey, HR rebel, speaker, and author -to bring you The Power of Appreciation. In this course, you’ll learn: ? Why appreciation actually matters (and no, a generic “good job” doesn’t cut it) ? How to make recognition part of your daily leadership habits ? What gets in the way of appreciation—and how to fix it The course is now live for tyllr members! Appreciation isn’t just about retention and morale. It’s about making work better. And that starts with you. #tyllr #ThePowerOfAppreciation #LeadershipMatters

Managers - this is it. Your final chance to have your say. We’ve already had some eye-opening insights from our survey, but we know there are more voices that need to be heard. So we’re keeping it open for one more week. Because your experience matters. Because the challenges you’re facing are real. And because the more we understand, the better we can push for real support where it’s needed. ? 50% of managers feel lonely at work. If that’s you, you’re not alone. But it shouldn’t be this way. Help us highlight what’s really happening in management today. Please take 5 minutes. Share your experience. Let’s make work better together. By taking part, you’ll be entered to win a free tyllr membership...plus a ￡100 Amazon gift card. Just don’t forget to leave your email! Survey closes soon...don’t miss out. Link below ?? #ManagerSupport #Leadership #FutureOfWork

Businesses say they want disruptors, innovators, bold thinkers. But push too hard, and suddenly… you’re “not a culture fit.” Real change isn’t neat. It’s not a perfectly packaged initiative. It’s uncomfortable, unpredictable, and often inconvenient. If leadership only supports change when it’s easy, it’s not true change. You don’t get innovation without friction. You don’t get transformation without discomfort. How do you hold space for challenge, failure and not knowing what wants to emerge? #Leadership #OrganisationalChange #FutureOfWork