First Announcements for 2022

As ever, our article yesterday entitled 10 Things We Loved About 2021 was of a more theoretical nature than this one but being that this is the last of the year from this series let's look to the future.

In this video, Ffion and I tell you about a few exciting things that are coming out of the PeopleNotTech maker’s office next year to make everyone’s life better. This is of course not an exhaustive list with our organisation being as Agile as we thankfully are but these are our bigger yearly epics.

Rewards! The first of many features to come out next year, Rewards is a step towards making the human work integral part of everyone’s day-to-day work by getting people to be invested into its regularity before we can elevate it to habitual and therefore generate results. With this feature, team members receive rewards depending on the amount of human work they did by using our Dashboard - have they demonstrated they read the data? Generated it? Discussed it? Affected it with some Plays? Then they receive a reward. It’s only fair and it will drive good behaviour. This is the first step towards one of the bigger goals we are achieving with the announcement below.

We will soon announce a partnership where we are teaming up with a consulting thought leader and they will deliver more on the strategic piece to kit enterprises with effectively a HumanDebt™Audit methodology so they can take stock of how much they have and start lowering it. This will accomplish three things:

It will elevate the discussion on Psychological Safety and the need for EQ, people work and team level self-work, so that it eventually translates into people’s compensation mechanisms alongside any of the other “hard” skills they bring. As said before, team level rewards is but a minor first step, people need to be told under no uncertain terms we want them to do this work which was previously seen as frivolous and they will not get the message before they see they are being compensated for doing it. Only then will there be true “organisational permission” and only then will people feel truly supported, valued and cared for.