This document outlines ten reusable mechanisms designed to sustainably improve employee satisfaction through autonomy, connection, and recognition. Each approach can be adapted across departments.
Offer monthly or quarterly budgets for self-selected development (e.g., books, courses, workshops). Encourages autonomy and lifelong learning.
Host quarterly “Make Work Better” days where staff propose and prototype improvements to internal systems or culture. Winning ideas get implemented.
Introduce optional, rotating formats for Fridays: deep work, peer learning, rest & reset, or team sprints. Adaptable by team.
Invite employees to give short talks on personal interests, insights, or projects. Fosters connection and public speaking skills.
Create space for junior or non-leadership staff to give feedback *to* managers or the company. Can be anonymous or facilitated.
Replace standard bonuses with experiences: travel vouchers, skill courses, unique local adventures. Builds shared stories.
Facilitate regular check-ins where employees redesign aspects of their role to match their strengths and interests.
Create space in monthly meetings for teammates to recognize one another based on company values or exceptional effort.
Institutionalize protected hours (e.g., 2 per day) without meetings or interruptions. Respected across departments.
Randomly pair employees from different teams for lunch or virtual coffee, company-sponsored. Reduces siloing and sparks connection.
Suggested namespace: `playbook`