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.
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.
An anonymous idea board gives employees a safe channel for suggestions, questions, and problem reports, provided the organization responds to them regularly.
The Candidate Experience Survey helps identify areas where the hiring process may appear slow, unclear, or disrespectful to candidates.
This framework establishes a unified approach for communicating changes: defining who communicates, through which channels, how frequently, and what actions are expected from individuals.
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.
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.
This training helps employees recognize biases, respectfully discuss differences, and consider the voices of those who are typically overlooked.
The Feedback Ladder helps break down difficult conversations step by step: fact, interpretation, impact, need, and specific request.
This practice helps managers give honest feedback without cold harshness: with personal care for the person and a direct conversation about the issue.
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.