Corporate-Rebels.com

3 key principles to creating joy at work: 👉 Purpose 👉 Trust 👉 Playing to strengths At Happy Ltd, these factors boosted joy levels from 73% to 88%. 💡 Purpose and trust are known drivers of intrinsic motivation. But leaders often overlook the transformative power of playing to strengths. Here’s Happy’s approach: Hire for a job description… and then toss it out the window. 💥 Instead of sticking to rigid roles, they focus on what people actually love doing – using Gallup’s StrengthsFinder tool to uncover their team’s superpowers. Letting people lean into their natural talents changes everything. Curious how Happy is creating joy at work? Learn more in Henry Stewart’s new blog post ➡️ https://lnkd.in/dvnH4MCh #CorporateRebels #FutureOfWork #EmployeeEngagement #Leadership

Joy at work isn’t just for Fridays. ✨ Research has shown that joy is the core ingredient for successful, high-performing teams. But joy doesn’t just magically happen. It takes work. At Happy Ltd, they don’t just hope for joy – they measure it. The result? Joy levels soared from 73% to 88%. 💥 The secret is simple: Playing to strengths, building trust, and ditching job descriptions to unleash people’s true potential. 💡 Want to know how they did it? Henry Stewart shares their journey in his new blog. Subscribe to our newsletter to receive it in your inbox tomorrow morning ➡️ https://lnkd.in/eDEe-yK9 ❓ How do you measure happiness in your team? Share below! #CorporateRebels #WellBeing #Engagement #HR #Happiness

We’re officially in the stage where EOD stands for End of December – and nothing else. 😜 What’s the ONE thing you have to wrap up before the year ends? Drop it in the comments! 👇 P.S. If your goal is to learn about progressive work practices and connect with self-management pioneers, our newsletter is the perfect shortcut. Join here ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #SelfManagement #FutureOfWork #Autonomy

Just a few weeks till the end of the year… ✨ Before you dive into holiday mode, here’s what we’ve lined up to finish the year strong: 🎙 Panel: Working with(out) budgets Bjarte Bogsnes (Beyond Budgeting), Dr Steve (former Unilever), and Mariana Abbate (Bayer) dig into rethinking traditional budgets. 💬 LinkedIn Live: Navigating tough talks and feedback in self-managing teams Join Lisa Gill & Vera Budean (Tuff Leadership Training) for insights on feedback, accountability, and trust. 📣 Interview: How to Unlock Self-Management Success with Eppo’s Unique Approach Rodrigo Ventre from EPPO Cidades Inteligentes shares how they cultivate a groundbreaking company culture centered on self-management, transparency, and continuous growth. Curious? Get ready to learn, connect, and level up with our community. Check it all out on our website ➡️ https://lnkd.in/edR4X3w3 #CorporateRebels #SelfManagement #FutureOfWork #Leadership

Unpopular opinion: Annual budgets and top-down targets are a waste of time and resources. Here’s why they suck: 👉 They promote unhealthy behaviors: Ever seen someone buy useless stuff in December just to "use up the budget"? Exactly. 👉 They slow everything down: Layers of bureaucracy. Endless meetings. And more time managing budgets than actually doing the work. 👉 They are ridiculously expensive: All those spreadsheets, debates, and hours spent “aligning numbers” = wasted time and money. 💡 So, what’s the fix? ✨ Focus on purpose, values, and principles. It’s not annual targets and budgets that should be driving the organization. ✨ Make it everyone's responsibility. Trust your teams to set and hit their own goals. ✨ Evaluate the relative performance. Use prior year results as a first measure of performance. ✨ Use transparent and open control mechanisms. Let’s stop playing “spend it all” games and get back to doing meaningful work. What’s your take? Have you already ditched the budgets in your organization? 👇 📨 Want to learn more about budgetless organizations and self-management practices? Subscribe to our biweekly newsletter ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #Budgeting #Targets #FutureOfWork

From a bullring to a revolution ⚡ Two weeks ago, Seville’’s historic bullring became the stage for a very different kind of battle: a revolution against traditional management. 🤟 No bulls. No matadors. Just 100 rebels from 50 companies and 15 countries united to challenge the status quo. The irony? A place built to showcase control and hierarchy was now alive with pioneers tearing those systems apart. 🔥 CEOs who’ve scrapped hierarchies swapped stories with leaders who’ve ditched top-down salaries. 💥 Radical ideas from Japanese tech sparked debates with Belgian manufacturers. ✨ Most conversations weren't about theory. They were about the mess, the struggles, the failures, and the unexpected breakthroughs. Want to know what went down? Don’t miss our newsletter for the unfiltered stories from the Global Rebel Cell Meet-Up ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #SelfManagement #Autonomy #FutureOfWork

Feedback’s easy… until it isn’t. We all say we want a great feedback culture, but so many things get in the way: ✋ The "prison of politeness" where we avoid tough talks ✋ Fear of hurting feelings or making things awkward ✋ Gossip culture filling the void when feedback feels impossible ✋ Struggling to hold each other accountable not in a top-down way But here’s the truth: thriving teams aren’t built on silence or sugarcoating. They’re built on honest, messy, and sometimes uncomfortable conversations. 🎙️ Join Lisa Gill and Vera Budean from Tuff Leadership Training to learn how to master the art of tough talks and strengthen relationships in a self-managing team. Because self-management is much more than upgrading the structures and processes. It’s also about building trust, addressing pitfalls, and shifting mindsets to work in a new way. 📢 Got any questions for Lisa and Vera? Drop them below, and come back on 16 December to hear the answers👇 #CorporateRebels #Mindset #SelfDevelopment #Feedback #Communication

Tired of top-down salary decisions? 💵 At Mindera, employees propose their own salaries. Sounds bold, right? 💪 It’s more than numbers. it’s about fairness, transparency, and giving employees real power. Here’s how it works: 1️⃣ You propose your salary. 2️⃣ An algorithm matches you with peers for feedback. 3️⃣ Peers create “comparison stacks,” rating skills, growth, and impact. 4️⃣ Reviewers check alignment with budgets and benchmarks. 5️⃣ Done: transparent, fair, and empowering pay. Of course, it’s not as simple and there’s more to this fascinating model. Check out Joost’s new blog post for insights ➡️ https://lnkd.in/e7fuy2iA #CorporateRebels #Salary #Compensation #Collaboration

Who should decide your salary? 💸 Your boss? An algorithm? Your colleagues? At Mindera, employees propose their own salaries. 💰 Mindera is a global software company and one of the most inspiring workplaces where work meets fun. Back in the day, salaries were set by the founders who worked closely with their teams. But as Mindera grew, so did the challenges. Salaries were not transparent, and Mindera stepped on the experimentation path. After testing different models, Mindera came up with their own “People Comparison” model. 🤝 The People Comparison model isn’t just about pay – it’s about trust, collaboration, and fairness. 🔍 Curious about how this system works in detail? Don’t miss Joost’s new blog post exploring the 5-step process. Subscribe and be the first to receive it ➡️ https://lnkd.in/eDEe-yK9 📸 Amy Hwang #CorporateRebels #Salary #SelfManagement #Compensation

The real definition of KPIs 😶🌫️ In many organizations, KPIs are just another way to micromanage, stifling creativity and innovation. But what if there’s a better way to measure progress without crushing motivation? Here are some real alternatives: 👉 Self-set targets (e.g. Morning Star’s “Colleague Letter of Understanding” practice) 👉 Simple benchmarking (e.g. comparing progress to the same period last year, keeping it flexible and human) 👉 Open-book management (making metrics transparent and letting teams take control) 👉 Employee-centric metrics (e.g. tracking innovation and experiments) What’s your take on KPIs? Share your opinion below! 💬 If you’re into self-management and progressive work practices, join our newsletter for a weekly 2-minute read ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #KPI #Goals #Leadership