Scroll down for three bonus methods in mini format to test out – let me know how you get on!
THE FIVE WHYs
Find the Root Cause / Core Problem (20 minutes)
Pick one concerning metric (e.g., "engagement score dropped 12%")
Ask "Why did this happen?" → Write it down
Ask "Why is THAT true?" → Write it down
Repeat 5 times until you reach the ROOT cause
Design your solution for THAT, not the symptom
Try it Schedule 20 minutes tomorrow. Pick one metric. Go deep.
Pick one concerning metric (e.g., "engagement score dropped 12%")
Ask "Why did this happen?" → Write it down
Ask "Why is THAT true?" → Write it down
Repeat 5 times until you reach the ROOT cause
Design your solution for THAT, not the symptom
Try it Schedule 20 minutes tomorrow. Pick one metric. Go deep.
THE 15 MINUTE STAY INTERVIEW
Prevent Turnover (15 minutes)
Give your managers 3 questions for their next 1:1
"What's the best part of your week?"
"What's making your work harder than necessary?"
"What would make you excited to stay another quarter/year?"
Bonus tip for managers
After the conversation, ask yourself: "Would I rehire this person?"
If the answer is yes, make sure to tell them.
If it's no, understand why - and whether that's about them or the role you've created.
Try it
Send this to 3 managers today. Ask them to try it this week.
Give your managers 3 questions for their next 1:1
"What's the best part of your week?"
"What's making your work harder than necessary?"
"What would make you excited to stay another quarter/year?"
Bonus tip for managers
After the conversation, ask yourself: "Would I rehire this person?"
If the answer is yes, make sure to tell them.
If it's no, understand why - and whether that's about them or the role you've created.
Try it
Send this to 3 managers today. Ask them to try it this week.
THE DESIGNER MINDSET
Use Constraints as Creative Fuel
When you can't hire more people or get bigger budgets, you can still drive transformation.
→ Proof of concept over perfect plans Test one employee journey touchpoint before rolling out the full programme. Learn what actually works.
→ Pilot before you scale Pick one team, one pain point. Solve it well. Then expand with confidence and evidence.
→ Iterate, don't implement Small improvements that compound beat big initiatives that fail. Speed matters more than scale initially.
→ Cross-functional from the start When you can't hire more people, you collaborate differently. Bring tech, ops, and business in early. Shared ownership, better solutions.
Try it
Pick ONE current initiative.
What would a 2-week test version look like?
What's the smallest test that could prove (or disprove) your hypothesis?
When you can't hire more people or get bigger budgets, you can still drive transformation.
→ Proof of concept over perfect plans Test one employee journey touchpoint before rolling out the full programme. Learn what actually works.
→ Pilot before you scale Pick one team, one pain point. Solve it well. Then expand with confidence and evidence.
→ Iterate, don't implement Small improvements that compound beat big initiatives that fail. Speed matters more than scale initially.
→ Cross-functional from the start When you can't hire more people, you collaborate differently. Bring tech, ops, and business in early. Shared ownership, better solutions.
Try it
Pick ONE current initiative.
What would a 2-week test version look like?
What's the smallest test that could prove (or disprove) your hypothesis?
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