At work, people don’t just complete a certain amount of tasks but rather they get a sense of who they are. So when the normal shape of work changes, identity may become fragile. Since, through work employees form a work identity such as pride in their skills, career or accomplishments and a collective identity like feeling part of a team …

Change at work is not restricted to just mergers or new management. It can also happen through changes in the way work is organized such as through remote or hybrid work, or reduced contact with colleagues like it happened during Covid-19. Such changes can impact so much more than just work for employees, it can affect them socially and emotionally …

Many of us have probably seen it happening. After a team forms, subgroups tend to also form over time. All the people who have been in the company for long will sit together, analysts talk with other analysts, engineers with other engineers and so on. Employees who work remotely may become a group of their own and most of the …

Organisations have spent the last decade flattening hierarchies. Agile teams, decentralised managements, self-organising squads – for all of these, the architectural logic is consistent: distribute the power and let everyone’s voice matter equally. It’s a compelling vision. A new longitudinal study published in the Journal of Occupational and Organisational Psychology suggests that the reality might be more complicated.  What the study …

When footwear companies manufacture shoes, they don’t design a single “average”  size and force everyone to wear it. And yet, when designing change in organisations, we  often create a rigid “Standard Employee” framework and expect a diverse workforce to fit  into the same mould.   When processes are too rigid employees are frequently left behind and this happens not  because they …