What to Do: Strategies at the Organization Level

  • Strategy 1: Regularly reexamine work for signs of being dangerous (directly or indirectly), dull and annoying, or frustrating and confusing.
  • Strategy 2: Don't take intensified work for granted—and don't be afraid to de‐intensify.
  • Strategy 3: Question long‐held assumptions and unintentional choices about work to revolutionize your DEI strategy.
  • Strategy 4: Seek to understand work, even if it's painful.
  • Strategy 5: Deliberately hold performative work in check.
  • Strategy 11: Unpack your foundational talent management assumptions—what decisions have you made on the basis of believing folks are lazy or slow?
  • Strategy 12: Regularly examine the jobs that impact your organization the most—have they changed in a way that affects how people's performance of those jobs looks (i.e., do they look lazy or slow because work is changing fast?)?
  • Strategy 13: Map how your customer experience and your employee experience interact.
  • Strategy 14: Tread carefully in how you talk about seamlessness and frictionlesness—internally and externally.
  • Strategy 15: Actively promote replacements for the anxiety monster and the boss baby customer.
  • Strategy 21: Create a “single account of the truth” on the workforce of your organization—however you employ them—and systems and processes to maintain it in real‐time.
  • Strategy 22: Maintain and periodically energize an organization‐wide conversation about how work gets done.
  • Strategy 23: Optimize ...

Get Work Here Now now with the O’Reilly learning platform.

O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.