Find out what your team needs you to know, then shape a plan that makes them feel heard and supported.
The best cultures get built when the people in them are part of the process.
for B Corps + values-led employers
Employee Experience
What do they need to feel motivated and fulfilled?
How are your people feeling about their work?
What's working, and what's quietly wearing them down?
I help you hear it, and then I help your team work out what to do with it.
How close are the people making the decisions on your team to the people doing the work?
Activate
I facilitate a hands-on co-design workshop, using my Creative Surfacing process, where your team works through findings and shapes what's next
Frame
Together, we identify and prioritize what matters most in order to design a future state
Synthesize
I sort what I hear into clear themes and present it in a format you can act on
Discover
I sit down with the people who matter to you and find out what they need, what's working and not working
From there, your team builds, implements, and owns the plan. To measure successes and close gaps, bring me back in to capture + analyze another round of feedback.
my process
Creative Surfacing
Implementing the identified action steps is critical to your employees feeling heard.
Following-up with your employees to understand the impacts of your actions will provide leadership with real measurement.
Getting together in a room where your team incorporates feedback data into company visions for the future, then creating a plan that is both aspirational and practical (incorporating the employee input), will turn that feedback into visible action.
For employees, continuing to ask for their input without evidence of implementation can feel like theater.
What if you're asking, but they aren't seeing evidence of change being implemented?
It also indicates how seriously you take their feedback, because you are willing to distance yourself from the process and provide a sense of psychological safety.
Bringing in an impartial third-party to get the answers you need (via survey, one-on-one interviews, or active small group sessions) is proven to increase data accuracy, participation, and overall business performance.
Asking for employee input without providing them a sense of safety can make telling the truth not worth the risk.
What if you're asking, but responses aren't aligning with your performance data?
A clear read on how your people are feeling and what they need, in their own words
A list of challenges & themes worth addressing, ranked by your team on impact and feasibility
Internal ownership on shaping the plan and ideal future state, for buy-in from the beginning
A visual report you can share with leadership and a record of workforce feedback you can use in your B Corp documentation
Outcomes
Under standards like Fair Work (FW3 and FW4), certified companies must demonstrate how they collect employee feedback, measure well-being and belonging, and actively incorporate worker input or formal representation into business decisions.
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Built for B Corp
If you're a B Corp, you're held to a standard on how you treat and listen to your people. Under B Lab's new standards, this lives in the Fair Work impact area.
This work gives you real employee input, documented and visualized, and a future-thinking plan your people helped shape. Useful for both your business and your recertification.
Values-led employers: B Corps, benefit corporations, mission-driven companies, employee-owned companies, inclusive workplaces.
Usually 50 to 250 people, where real teams have formed but you still know most names in the building.
Who I'm for
If you don't leave the effort with clarity, I keep going until you do, or I refund the final phase.