Workplace Traditions And Rituals

Last week I shared how AI helped analyze our retreat feedback survey data in minutes. Today, I want to highlight the three elements that our team rated most impactful from our recent company retreat in Ireland... - [New addition] "Connection Court": We created a dedicated space in the castle with games, snacks, and comfy seating that was open throughout the day and late into the night. This gave people a relaxed place to connect in case of bad weather and removed the pressure to drink or socialize in high-energy environments. This was great for introverts and those who don't enjoy the bar scene and provided more inclusive evening activities that worked for everyone. - Doist Build (our company hackathon) hit different this year: We surveyed the team for "hack-worthy" topics ahead of the retreat, pre-selected the top 10 we felt could make an impact on the company, and revealed them the day before so people could start brainstorming. Morning of, it was first-come-first-serve with limited seats per topic, which created some incredible energy to start the day. Best part? The winning team's project was implemented right there at the retreat and immediately improved our onboarding metrics 🚀 - "Choose your own adventure" itinerary structure: Instead of forcing everyone into the same activities, we offered parallel options during free time. We balanced physical activities (hiking, sports), cultural experiences (castle tours, local music), and team building events (escape rooms, group games). This approach let people naturally form smaller groups around common interests, creating deeper connections through shared experiences. After organizing multiple retreats over the years, one principle stands out: create a flexible structure and trust your team to find meaningful ways to connect. When people have the freedom to choose activities that align with their interests and energy levels, authentic relationships naturally develop. Hope this is helpful and I'd love to hear what's working for other teams as well 👇

We just got back from our best away days ever. Here's 6 things I've learned about putting on retreats: 𝟭. 𝗩𝗮𝗹𝘂𝗲𝘀 𝗻𝗼𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 💚 • Retreats with the whole team are about instilling our values, culture and history. • Forgetting about outputs takes all the pressure off, and it's a much better way of setting up the team for success. 𝟮. 𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗱𝗼𝘄𝗻𝘁𝗶𝗺𝗲. 🧘 • Decide on the balance of work vs play, and then don't let anything eat into the play time. • The ultimate purpose of time away - for us at least - is bonding with each other. That won't happen if you're always working. 𝟯. 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗮 𝘁𝗵𝗲𝗺𝗲. 🎨 • We're away for two nights. We used to pack in training and workshops on all kinds of topics. Interesting? Yes. Coherent? No. And all that shifting of focus takes its toll. • Now we pick a theme and build a narrative around it, so everything flows from one session to the next. This year's theme? Exploring creativity. 𝟰. 𝗧𝗼𝗽 𝗱𝗼𝘄𝗻, 𝗯𝗼𝘁𝘁𝗼𝗺 𝘂𝗽 👂 • Hands up who wants to hear from the leadership team for 48 hours straight. No one? • As leaders our job is to pick the theme and desired outcomes and then get out of the way to let the team bring it to life. • This year, as ever, I was astounded by what they came up with (even when I found myself interviewing a wooden barrel for 15 minutes...🧐). 𝟱. 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆 𝗙𝗧𝗪 🙌 • One of our values is "for everyone". That applies to our own events as well as our environmental campaigns. • Some people love organised fun. Others just want to chill with a book. One of the nicest things I heard from a colleague this year is that the away days now worked for the introverts too! 𝟲. 𝗗𝗼𝗻'𝘁 𝘀𝗸𝗶𝗺𝗽 𝗼𝗻 𝘁𝗵𝗲 𝘀𝗻𝗮𝗰𝗸𝘀 🍪 • There seems to be close correlation between the quality and quantity of food and drink on offer, and the success of the event. • Coincidence? Maybe. But, as we once discovered to our cost, a hungry team is not a happy team. Err on the side of plenty (but trust us, you don't need the fried egg flavour crisps 🤢) There's much more, but that seems like a good place to start and, after two days of non-stop talking, I need a rest myself. 🥱 ++ P.S. I'm CEO of environmental charity Hubbub. We bring business, government and civil society together to create campaigns that inspire & support people to make choices that are good for the environment. Follow me - Alex Robinson - for insights on environmental change, leadership and more. #environment #sustainability #leadership

Want to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!” Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.” Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle

The Daily Huddle is not just another meeting...it's a 15 minute team talk that SAVES you time and frustration in your day. To me, it is the most important of all meetings. It's an opportunity for the team to follow-up on yesterdays progress, today's priorities and potential roadblocks. Most companies will have their daily huddle at the start of the day- this is a great idea because it helps individuals to start the day with clarity and focus. (But do what works for you) A huddle a day also keeps waste at bay. It provides team members with the opportunity to highlight anything they need from someone else on the team, in order to do their work. It also allows them to understand the needs and priorities of other people on the team. So...it cuts out wastes like wastes like 💠 emailing back and forth 💠 waiting for answers 💠 producing work before it's needed and 💠 rework. It also reduces frustrations and unhealthy conflict! It works best when there is a short standard agenda and everyone adheres to the rules...including starting and ending on time. Another useful practice is to go around the room and ensure everyone speaks up and talks about their 'intentions and issues' - everyone gets one minute to speak. Actions can be agreed to follow up on any sticky issues after the huddle. All of this increases accountability and gives the team the opportunity to ensure that they are working productively together- even when they are not physically in the same space. Finally, make your huddle a positive, upbeat space. Don't overdo the formalities but do find ways to incorporate your vision and values into your daily huddle. Remind people what you are all here for....bring it back to the impact you have on people's lives. And of course...show appreciation for each other's efforts. #dailyhuddle #leanmanagement #lean #meetingmanagement #teamwork #leadership

I've spent $50,000 USD on flying out our 14 fully-remote team members to our 1-week offsite in Mallorca, Spain. Here's what we'll do, how I think about ROI (as CEO), and some lessons learned on running a fun AND productive offsite: Some context: - Grafbase is a fully remote team and we never had a physical office. - Our team is (literally) spread across the world. The furthest team members are flying in from Texas and Ohio. - We already hosted 2 offsites (Stockholm 2022, Barcelona 2023), so this is our 3rd one. Here's the FULL agenda: Monday: Kick-off with introductions, discuss what's working/not working, and brainstorm on a strategic topic Tuesday: Full day of FUN activities (windsurfing, paddle boarding, jet skiing) Wednesday: Work sessions, Separate group into small teams to build and present something tied to our 6-12 month roadmap Thursday: Another full fun-day, ending with a sunset boat ride Friday: Wrap-up, goodbyes and departures The ROI of all that? As the CEO, I see the energy boost lasting at least six months. There's less conflict, more empathy, and an upbeat vibe. It's also crucial for new team members and strengthens bonds. A happy team makes better decisions and is more creative. In fact, some of our *best* features and ideas were born during an offsite: - Open-sourcing our product (Barcelona 2023) - GraphQL Federation (Stockholm 2022, implemented in 2023) - Integrations with Datadog and other tools (Barcelona 2023) Here's what I learned about hosting GREAT retreats: 1. Choose a remote location to keep the team focused on bonding. Too much hassle can be distracting, we learned that from our Barcelona offsite. 2. Aim for at least 50% fun activities. This is key for creating bonds within the team. And work sessions should all be collaborative and enjoyable. 3. Fine-tune the balance between structure and free time. Too much work can be draining, too little structure might mean wasted opportunities. TAKEAWAY $50k/year for this retreat is a bargain compared to office costs in San Francisco ($120-240k/yr). Plus, the team building and creative output we get is invaluable. But it’s not a cost-saving thing. I’m investing in my team’s energy, creativity, and their bonds. My biggest note to self: The difference in team dynamics before and after meeting in-person is huge. Remote work has its perks, but yearly offsites are a necessity to make it work. Agree? Disagree?

“I’ve been attending our annual retreats for 12 years, and this one blew all the others out of the water thanks to Dr. Kyle… His facilitation skills are masterful!” 👆🏼 Feedback from a recent retreat I facilitated. I’ve facilitated hundreds of speaking engagements, and my doctorate focused on adult education. Yet I’ve found it’s often subtle changes that determine whether a retreat is truly transformative… or “just another meeting.” In my latest Forbes article, I outline 5 common pitfalls companies make when planning retreats. Here are 2 I want to highlight: ✅ Unclear or missing goals. Don’t just go through the motions. Make sure every aspect of your retreat moves your team toward a clear objective. ✅ Skimping on an external facilitator (and yes, I know I’m biased). If you’re going to bring your team together, please don’t leave the experience to chance. Read the full article: https://lnkd.in/gDjzpZrZ What’s your experience with retreats? Any big wins or flops you want to share? I’d love to hear them below! #Leadership #Management #LinkedInTopVoices

#Wisdom over #Coffee The early bird catches the first breath of wisdom – so I discovered in our 7 am catch up with Kudakwashe Mswaka , Dumisani Nomagugu Nkala, Sibo Muteyiwa and Tafadzwa Mukoyi. Truly, there is a lot of wealth in a 7am meet up to get you going, not for just the day, but for life! So recently, I sat at the foot of wisdom with these four amazing leaders and certainly walked away deeply inspired and effectively challenged. Here is the wisdom that revolved around the table: 1.      Don’t be afraid to ask from your current networks. Not just small favours, but those life transforming requests that are (of course) in their purview. Make demands on your social capital - just as you sweat your assets, sweat your networks. Just remember to bring equal value to the table. 2.       Regularly audit the sustainability of your connections beyond the current season. Ask yourself which ones will stick around and step in for you when you are no longer able to bring the same power and influence in the relationship as you currently have today. See the gaps and start working on them right away. 3.      Have clarity about your next level. Keep searching until you can clearly define it and see its connection to your life purpose. Set out with a legacy-building mindset. 4.      Don’t hold back your potential by doing the minimum or scratching the surface. Shoot for scalability beyond boarders. In whatever field you are, regionally and internationally they are waiting for what only you have to offer. 5.      Be deliberate about future proofing yourself today – and this is not just about retirement planning. Its also a lot to do with preservation of all that is you into the future in order to leave a legacy with no regrets behind. As this was a group coffee date, we have a few more nuggets… 6.      Be clear about your convictions and confidently put your thoughts across. Sometime in the face of tough conversations, we tend to second guess what we believe in and fail to put it across well; or speak out at all. Practice your leadership muscle in adding your voice to tough conversations. 7.      As you work your way to the top, self preservation remains fundamental. Calculate the trade-offs and proceed towards where your values and principles are most upheld. 8.      Understand the concept and dynamics of transition in your own context. Do not be caught off guard when change affects you negatively. Start transitioning or adapting to the transition before the transition begins. 9.      You are not supernatural so don’t try to be omnipresent. It can’t! Be invested in the moment, and make it count. 10.  Remember to rest – invest in the various forms of rest, and good quality sleep. (reminds me of Ariana Huffington’s book Thrive) Thank you four for an amazing morning. It was well worth the chill and I am most delighted to have had this learning experience. All challenges accepted – sleeves rolled and getting down to it! #HandeiTione

Most D2C founders I coach have this one problem: 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗯𝘂𝘀𝘆, 𝗯𝘂𝘁 𝗻𝗼𝘁 𝘁𝗿𝘂𝗹𝘆 𝗮𝗹𝗶𝗴𝗻𝗲𝗱. Culture doesn’t break because of strategy, it breaks because of disconnection. Teams slip into silos, communication becomes transactional, and soon, collaboration feels forced. But here’s the fix. And it takes just 15 minutes a week. 𝗜 𝗰𝗮𝗹𝗹 𝗶𝘁 𝘁𝗵𝗲 “𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗥𝗲𝘀𝗲𝘁 𝗥𝗶𝘁𝘂𝗮𝗹.” Every Friday, before wrapping up, gather your team (offline or online) and run a quick 3-part check-in: 1. One win – Each person shares their biggest highlight of the week. 2. One stuck point – A challenge where they’d love support. 3. One gratitude – A person they appreciate in the team and why. That’s it. 15 minutes. No slides, no reports, no overthinking. Why does this work? It reinforces shared wins, so your team celebrates together, not in silos. It normalizes vulnerability, making it easier to ask for help. It builds recognition into the culture, instead of waiting for appraisal cycles. I’ve seen founders adopt this and witness the shift within a month- more trust, better collaboration, and a culture where people actually want to show up. Remember: strategy scales your business, but rituals shape your culture. And this one is worth every minute. #scalingbusiness #gratitude #teamwork #teamrituals

As leaders, we often separate mental and physical health initiatives. But at OpenUp, we've learned that these two aspects of well-being are deeply intertwined, regardless of work environment. The mind-body connection is powerful, and addressing both can create a multiplier effect on overall employee wellness. Here's what we've discovered: - Physical activity boosts mental well-being: Encourage regular movement breaks, even for desk-bound employees. We've seen how simple activities like lunchtime walks or stretching sessions can reduce stress and improve mood. - Mental well-being impacts physical health: Stress management techniques (like meditation or deep breathing) can lower blood pressure and improve sleep quality. - Sleep affects both mental and physical performance: Educate employees about sleep hygiene and consider flexible schedules to accommodate different chronotypes. - Nutrition influences mood and energy: Provide healthy snack/food options in office settings. - Mindfulness practices enhance physical awareness: Introduce mindfulness sessions that focus on body scans and present-moment awareness. This can help employees recognise early signs of physical or mental strain. Implementing a holistic approach isn't always easy, but the benefits are clear. It's an investment that pays dividends in the long run, not just for individual employees, but for the organisation as a whole.

In the hustle and bustle of corporate life, change can be both exhilarating and daunting. Imagine being part of a team in Philadelphia, your routines disrupted as new leadership from North Carolina takes the reins. There's excitement, curiosity, and a hint of apprehension in the air. As the dust settles, it becomes apparent that the geographical distance is more than just a matter of miles. The Philly team feels somewhat isolated, a small island in a vast sea of corporate dynamics. But hope flickers when rumors of the new leader's stellar reputation reach your ears. Then enters Andy, the beacon of change, with a reputation that precedes him like a warm breeze on a cool day. He's a man with a vision, but a schedule packed tighter than a can of sardines. Yet, despite his constraints, he sees the value in fostering connections within his dispersed team. So, he orchestrates a small gesture that would ripple into something extraordinary. He bestows upon the senior team member in Philadelphia a simple yet powerful gift—the authority to gather the team for breakfast every week. No agendas, no KPIs, just a space to connect, share, and support one another. And oh, how that breakfast ritual blossomed! Monday mornings transformed from mundane to magical as team members eagerly gathered, their spirits buoyed by the prospect of camaraderie and croissants. It became the heartbeat of the week, a sanctuary where work titles faded, and human connections flourished. In those hallowed breakfast meetings, bonds were forged that transcended cubicle walls and corporate hierarchies. Challenges were met with collective wisdom, and innovation danced in the air like confetti on New Year's Eve. It wasn't just a meeting; it was a lifeline, a lifeline that sustained the team through thick and thin. Years have passed, roles have changed, but the echoes of those breakfast gatherings still reverberate. Team members scattered like seeds in the wind, but their roots remained intertwined, nourished by the memories of shared laughter and solidarity. And as for Andy, the architect of this small yet monumental gesture, his leadership legacy endures. For in that humble breakfast initiative lies a profound truth: leadership isn't about grandiose gestures or lofty speeches—it's about the quiet moments, the gestures of kindness, the bonds forged over bagels and coffee. So, here's to Andy and leaders like him, who understand that true leadership isn't measured in corner offices or profit margins, but in the hearts of those they inspire. Cheers to the power of breakfast, the power of connection, and the power of leadership, one small gesture at a time. #leadership #traininganddevelopment #speaker