Knowledge Base of Practices
Catalog of practices and connection to platform recommendations.
Cards can be filtered by theme and applicability level.
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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.
An applause system helps employees regularly recognize their colleagues’ help and contributions with small symbolic tokens.
Regularly gathering and analyzing employee reactions to change helps spot resistance, refine decisions, and show that opinions truly influence the course.
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 Feedback Ladder helps break down difficult conversations step by step: fact, interpretation, impact, need, and specific request.
Brief reactions, acknowledgments, and questions within work tools help provide feedback closer to the event and prevent tension from accumulating.
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.
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.
This practice helps managers give honest feedback without cold harshness: with personal care for the person and a direct conversation about the issue.
The SBI model helps provide feedback through a specific situation, observable behavior, and its impact on work or people.
The Social Norms Charter records how the team communicates, gives feedback, and responds to breaches of agreements.