Knowledge Base of Practices
Catalog of practices and connection to platform recommendations.
You can filter cards by theme and applicability level.
Published management practices related to themes and recommendations.
360-degree feedback gathers observations from the manager, peers, direct reports, and the employee themselves to turn recurring signals into a development plan.
Active listening helps discussion participants first understand the speaker's meaning and emotions, and only then debate, evaluate, or propose solutions.
A short debrief after a project, incident, or iteration helps the team understand what was expected, what actually happened, and what conclusions to reinforce.
Agile through Kanban or Scrum helps the team see the flow of tasks, limit overload, and regularly align priorities, commitments, and results.
An alumni network helps maintain professional contact with former employees, keeping the door open for re-hiring or collaboration opportunities.
The Alumni Program maintains contact with former employees and helps quickly integrate familiar expertise into projects, temporary assignments, or open roles.
An anonymous idea board gives employees a safe channel for suggestions, questions, and problem reports, provided the organization responds to them regularly.
An applause system helps employees regularly recognize their colleagues’ help and contributions with small symbolic tokens.
Asynchronous check-ins move brief status updates to text, a board, or a form, allowing the team to track progress without mandatory calls.
This practice helps identify repetitive manual operations and transform them into digital tools, templates, or integrations, reducing time spent on routine tasks.
The Autonomy Charter captures which decisions roles and teams make on their own, where advice is needed, and where manager approval is required.
Benefit personalization gives employees a choice of benefits within a budget, so that the support package better matches people's actual needs.
A benefits cafeteria provides employees with a selection of benefits within a defined budget, ensuring the benefits package better aligns with diverse life needs.
Blameless Postmortems help analyze incidents without assigning blame, so the team can identify the root causes of failures and improve processes more quickly.
The Buddy System assigns a new hire an informal peer for the initial period, helping resolve day-to-day questions more quickly and providing a safe channel for adaptation.
The Candidate Experience Survey helps identify areas where the hiring process may appear slow, unclear, or disrespectful to candidates.
Individual career sessions help an employee choose a growth direction, align it with company opportunities, and agree on the first steps.
Career planning sessions help employees identify potential next roles within the company and connect their development with concrete career steps.
The Change Ambassador Network helps employees understand changes faster through trusted colleagues from various departments.
This framework establishes a unified approach for communicating changes: defining who communicates, through which channels, how frequently, and what actions are expected from individuals.
This practice links variable compensation to clear conditions, metrics, and accrual rules, ensuring employees understand what they receive a bonus for.
Communities of Practice bring employees together around a professional theme to share experiences, analyze cases, and align on work standards without a formal course.
Regular compensation reviews help verify that compensation aligns with role, level, market rates, and addresses risk factors for inequity.
The Competency Map outlines role levels, skills, and behavioral examples, enabling employees to identify their next growth step and ensuring promotions are based on clear expectations.
The framework helps to break down a work conflict step by step: separate facts from judgments, identify the parties' needs, choose a solution, and document agreements.
Consent helps make decisions when participants have no reasoned objections about harm to the objective, without the lengthy pursuit of full consensus.
Regularly gathering and analyzing employee reactions to change helps spot resistance, refine decisions, and show that opinions truly influence the course.
Regular review of customer feedback and stories helps teams see the real value of the product and connect daily work with user needs.
The Definition of Done sets common conditions for work readiness, so the team shares a consistent understanding of quality, checks, and when a task is complete.
Delegation Poker helps managers and teams agree on who makes decisions in specific areas of responsibility and where oversight is required.
Leaders openly acknowledge mistakes, lack of knowledge, and the need for assistance, making it easier for employees to raise questions, concerns, and risks without fear of judgment.
The Digital Collaboration Toolkit defines which chats, meetings, documents, whiteboards, and storage solutions a team uses for various work tasks.
A digital tool audit helps to identify which systems truly support work and which ones cause duplication, unnecessary costs, and risks.
The practice eliminates digital friction: redundant tools, duplicate channels, ambiguous asynchronous work rules, and access chaos.
This training helps employees recognize biases, respectfully discuss differences, and consider the voices of those who are typically overlooked.
A policy where the company proactively retrains employees for new tasks and prioritizes internal employment opportunities when business needs change.
An energy audit helps employees and managers identify which tasks energize them and which drain them, enabling agreement on a more sustainable distribution of work.
An ergonomic audit helps identify physical irritants in the workplace and agree on what to improve about furniture, lighting, noise, temperature, and equipment.
The Ergonomics Program establishes guidelines for workstations, equipment, and office areas to reduce physical strain and promote sustainable working conditions.
A farewell ceremony helps respectfully conclude an employee's tenure: acknowledging their contribution, transferring knowledge, and maintaining contact after their departure.
The Feedback Ladder helps break down difficult conversations step by step: fact, interpretation, impact, need, and specific request.
A flexible schedule establishes rules within which employees can choose their start and end times without losing team synchronization.
The Flexible Work Schedule Framework establishes rules for in-office and remote days, synchronous hours, and availability to make hybrid work predictable.
The Golden Circle helps explain strategy from the company's reason for existence to its way of working and specific results, so that daily tasks are connected to purpose.
Group onboarding helps multiple new hires go through a shared start together, quickly understand the way work is done, and feel part of the organization.
The Home Office Stipend covers basic home workstation expenses, so remote employees have comparable conditions for safe and productive work.
An Individual Development Plan sets out growth goals, skills, projects, learning, and regular progress conversations between an employee and their manager.
Brief reactions, acknowledgments, and questions within work tools help provide feedback closer to the event and prevent tension from accumulating.
An Internal Talent Marketplace helps employees find projects, temporary assignments, and internal transitions within the company, while enabling managers to see available skills without external recruitment.
The Internship Program provides newcomers or employees transitioning to a new role with real-world tasks, a mentor, and regular feedback to accelerate skill development.
Job crafting helps employees and managers tailor tasks, working relationships, and work methods to individual strengths and interests.
Lunch & Learn is a short meeting where a colleague shares practical experience, and the team gains a new technique without a heavy training program.
A manager regularly steps into the team's work context to see real obstacles, ask questions, and support people without a formal agenda.
ADKAR breaks down change into five stages to identify where individuals are encountering difficulties and what support is required to transition to new ways of working.
Meeting guidelines set a minimum standard for every meeting and protect no-meeting hours so the team spends less time on calls that lead nowhere.
Meeting-free days set aside regular time free from scheduled meetings so that people can do focused work without constant context switching.
Mentor matching pairs new hires with experienced employees based on role, interests, and development path, so that support at the start is relevant and sustainable.
A mentor or buddy helps an employee understand their role, unwritten rules, and development steps more quickly through regular work conversations.
Mentoring circles help colleagues regularly exchange experience, discuss work-related issues, and support development without depending on a single mentor.
Mindfulness and cognitive behavioral technique programs help employees notice stress reactions and choose more sustainable ways of responding.
Offer Review and a hiring SLA set a response timeline for candidates and make sure the offer matches what was agreed during the interview process.
The OKR system connects organization and team goals through clear Objectives and measurable Key Results, so priorities and teams’ contributions are visible without unnecessary coordination.
Onboarding Bootcamp gives a new employee a structured introduction to the product, customers, adjacent departments, and key processes so they can understand their role in the system faster.
Onboarding gamification adds tasks, progress, and recognition to a new employee’s learning, so their first steps are clearer and more visible to the team.
An onboarding roadmap captures the first tasks, meetings, training, and expected competencies so that the new hire and the manager share the same understanding of the path into the role.
A pay transparency policy defines salary ranges, review rules, and the criteria for moving within a range so that compensation expectations are more predictable.
A peer bonus program gives employees a small budget to recognize their colleagues’ contributions and makes appreciation less dependent on a manager’s evaluation.
Regular feedback from colleagues, cross-functional partners, and managers helps create a broader view of work behavior than the opinion of a single manager alone.
Performance Coaching helps managers develop employee autonomy through questions, observations, feedback, and agreements on the next step for growth.
Pre-boarding checklists help prepare documents, access, equipment, the workspace, and initial communications before a new hire’s first day.
A premortem helps the team safely name possible reasons for failure before a project starts and reduce the risks of the decision in advance.
Principles of fair decision-making establish clear criteria for allocating projects, workload, bonuses, and career opportunities.
WSJF and MoSCoW help the team choose tasks based on value, urgency, risk, and constraints, rather than on who has the loudest voice in the discussion.
This practice explains the rules used to set salaries, pay ranges, and reviews, so employees understand the process without disclosing other people’s pay.
Process Mapping visualizes the workflow from input to outcome, showing the stages, approvals, responsible roles, and points of loss.
An SOP describes recurring and critical work procedures so that people perform them consistently and can see the steps, roles, and expected result.
A psychological safety charter sets out the rules for honest conversation, acknowledging mistakes, and how the team responds when agreements are broken.
Short, regular surveys help you spot turnover risks early, understand the sources of tension, and choose targeted actions to retain employees.
Short anonymous surveys show where people do not feel safe speaking about risks, mistakes, and disagreement, and help management choose specific actions.
The Purpose Canvas helps an employee connect personal values, strengths, and career motivations with the company's mission and the substance of their current role.
The RACI matrix helps you agree on who carries out a task, who is accountable for the result, who needs to be consulted, and who only needs to be informed.
This practice helps managers give honest feedback without cold harshness: with personal care for the person and a direct conversation about the issue.
Recharge rooms give employees a quiet place to recover briefly in the office when work is overloaded with noise, meetings, and constant interaction.
A recognition points system allows colleagues and managers to acknowledge specific achievements with points that can be exchanged for a small bonus or gift.
Recognition programs help you regularly notice employee contributions and make appreciation visible to the team or the entire organization.
Regular recognition rituals help a manager notice employees’ contributions in the flow of everyday work, not only after major wins or complaints.
A recognition wall helps people regularly notice colleagues’ contributions and make appreciation visible in the team’s or organization’s work environment.
Regular 1:1s help a manager and an employee discuss expectations, barriers, development, recognition, and feedback in a dedicated setting.
Remote onboarding helps a new employee quickly understand the people, rules, communication channels, and first tasks without the context of an office.
A remote-first protocol makes a hybrid meeting equally accessible for in-office and remote participants: everyone joins under the same rules, with personal audio, video, and a shared screen.
Resilience training teaches employees and managers to recognize stress, manage emotions, and recover without slipping into constant tension.
A resource request process creates a clear path for getting equipment, budget, people, or time so that decisions do not depend on personal arrangements.
A retention bonus helps retain people in a critical role or during an important period if the company defines the terms, timelines, and payout criteria in advance.
The Right to Disconnect establishes quiet hours and rules for urgent communications, allowing people to recover without constantly expecting work messages.
The Role Canvas helps the team explicitly agree on what the role is responsible for, who it interacts with, and how to recognize that the work is going well.
The rotation program gives employees the opportunity to temporarily try a different team, function, or project, enabling them to apply their skills more broadly and explore career options within the company.
The Round Robin process provides each participant with equal time to speak, ensuring that the team hears quieter opinions and prevents the discussion from being dominated by the most vocal individuals.
The SBI model helps provide feedback through a specific situation, observable behavior, and its impact on work or people.
Scenario planning sessions help the team discuss several possible developments in advance and prepare clear actions for when changes occur.
A skills marketplace helps employees showcase their competencies and enables internal projects to find people with the needed expertise more quickly.
Skip-level meetings provide employees with regular contact with their next-level manager, so they can catch management issues and signals from the ground sooner.
The Social Norms Charter records how the team communicates, gives feedback, and responds to breaches of agreements.
Stay interviews are regular conversations with employees about what helps them stay and what might prompt them to leave.
Regular sharing of customer, employee, and partner stories helps connect the mission to concrete work solutions and team contributions.
Self-service transforms typical internal requests into clear digital scenarios, enabling employees to more quickly obtain leave, access, certificates, procurements, and approvals.
A structured exit interview helps gather comparable feedback upon departure and identify recurring reasons for leaving.
A Team Charter captures goals, roles, communication rules, and decision-making processes, allowing the team to align with shared agreements in their daily work.
A kickoff session helps the team agree on goals, roles, constraints, working rules, and success indicators before starting a project.
Teamwork Training consists of structured sessions where teams examine trust, mutual support, conflict, and keeping promises through shared guidelines and practical exercises.
Time Blocking and Pomodoro help you proactively protect focused time and alternate work segments with short breaks, reducing attention fragmentation.
The protocol sets rules for meetings, response times, and urgent requests so that a distributed team doesn't operate on the office's time zone.
Regular company-wide meetings between leadership and employees help explain the state of the business, risks, and decisions before rumors take hold.
Value Stream Mapping shows the complete path of work from a client request to the outcome and helps find delays, waste, excessive handoffs, and bottlenecks.
A virtual coworking session is a regular online session for parallel work that helps a remote team feel the presence of colleagues without unnecessary meetings.
Random informal meetings help remote employees maintain weak ties and stay connected to the broader work context.
Backcasting helps the team describe a desired future and break down the path to it into decisions, initiatives, and next steps.
Voluntary challenges involving steps, running, or other forms of movement help people incorporate regular activity and create a gentle shared rhythm without pressure to participate.
Regular workload and capacity audits help identify chronic overload and redistribute work before it leads to exhaustion.