What is one change that would make this a better place to work?

518joined›16,318votes›80ideas ranked

Status: In progress
Ran: 34 days
Voted: 469 of 518 joined (91%)
Generated: November 2, 2026

Headline finding

Give people the authority to resolve customer problems up to an agreed amount without asking.

Score 100. Chosen 86% of the time in 590 comparisons.

What stands out

Simplify and focus ideas won 63% of comparisons. That is the strongest theme.

469 people cast 16,318 votes, about 35 each.
42% of the 1,000 invited opened their link, and 92% of those who opened went on to vote.
99 more people joined without a personal link.

The top 3 ideas

Ranked by score. A higher score means people chose the idea more often.

1st
Give people the authority to resolve customer problems up to an agreed amount without asking.
#SimplifyAndFocus
Score 100590 votes
2nd
Hold career conversations twice a year that are separate from performance ratings.
#GrowthAndCareers
Score 95131 votes
3rd
Automate the monthly report that takes two days to build by hand.
#ToolsAndKnowledge
Score 89189 votes

Themes

Ideas on the same subject are grouped into themes
Win ratio is how often a theme’s ideas won
50% is even

ThemeIdeasWin ratio

#SimplifyAndFocus9 ideas63%

#ToolsAndKnowledge11 ideas54%

#FlexibleWorking10 ideas54%

#GrowthAndCareers12 ideas52%

#ClearCommunication12 ideas52%

#CommunityAndCulture8 ideas44%

#RecognitionAndReward10 ideas42%

#InnovationCulture8 ideas34%

#SimplifyAndFocus 63% win ratio, 9 ideas

Give people the authority to resolve customer problems up to an agreed amount without asking.
Submitted by someone in Product, Asia-Pacific, Manager. Chosen 86% of the time. Score 100.
86% chosen·Score 100·Product
Agree. The hard part is protecting the time for it.
Sounds good, though I worry it will be the first thing dropped when we get busy.
Agree. The hard part is protecting the time for it.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Stop work that has run without a clear owner or outcome for more than six months.
Submitted by someone in People & Legal, Remote, Manager. Chosen 72% of the time. Score 70.
72% chosen·Score 70·People & Legal
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Yes. This is the one I would pick.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
+1 more comment
Yes. This is the one I would pick.
Agree a simple definition of “done” for each type of work, and stop reworking things that meet it.
Submitted by the organizer. Chosen 65% of the time. Score 61.
65% chosen·Score 61·the organizer
Good idea, but it only works if managers are held to it too.
Agree. The hard part is protecting the time for it.
Good idea, but it only works if managers are held to it too.
+1 more comment
Agree. The hard part is protecting the time for it.
Make every meeting justify itself: a clear purpose, an agenda, and an end time, or it is cancelled.
Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 60% of the time. Score 58.
60% chosen·Score 58·People & Legal
This would help my team straight away.
Sounds good, though I worry it will be the first thing dropped when we get busy.
This would help my team straight away.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Review the list of recurring meetings every quarter, and end any with no clear owner.
Submitted by someone in Operations, Europe, Manager. Chosen 51% of the time. Score 44.
51% chosen·Score 44·Operations
Limit each team to three priorities at a time and say no to the rest openly.
Submitted by someone in Sales. Chosen 52% of the time. Score 43.
52% chosen·Score 43·Sales
Cut the approval needed for purchases under a set amount to a single manager.
Submitted by someone in People & Legal, Europe, Individual contributor. Chosen 47% of the time. Score 39.
47% chosen·Score 39·People & Legal
Review all recurring reports once a year and delete the ones no one reads.
Submitted by someone in Product. Chosen 50% of the time. Score 38.
50% chosen·Score 38·Product
Let teams say no to new requests when they are at capacity, and show the trade-off openly.
Submitted by someone in Finance. Chosen 33% of the time. Score 4.
33% chosen·Score 4·Finance

#ToolsAndKnowledge 54% win ratio, 11 ideas

Automate the monthly report that takes two days to build by hand.
Submitted by someone in Finance. Chosen 78% of the time. Score 89.
78% chosen·Score 89·Finance
Yes. This is the one I would pick.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Yes. This is the one I would pick.
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Give every team a small budget to buy the tools they need without a long procurement process.
Submitted by someone in Finance, Remote, Individual contributor. Chosen 75% of the time. Score 86.
75% chosen·Score 86·Finance
Agree. The hard part is protecting the time for it.
This would help my team straight away.
Agree. The hard part is protecting the time for it.
+1 more comment
This would help my team straight away.
Consolidate our overlapping chat, project and document tools into one set that everybody actually uses.
Submitted by someone in Product, Europe, Individual contributor. Chosen 65% of the time. Score 75.
65% chosen·Score 75·Product
Could we pilot this in one region first?
Yes. This is the one I would pick.
Could we pilot this in one region first?
+1 more comment
Yes. This is the one I would pick.
Create an internal help desk with a same-day reply on any tool problem.
Submitted by someone in Product, Americas, Manager. Chosen 69% of the time. Score 74.
69% chosen·Score 74·Product
I like the intent, but it will be very different for each team.
Yes. This is the one I would pick.
I like the intent, but it will be very different for each team.
+1 more comment
Yes. This is the one I would pick.
Give every project a single shared page: goals, owners, status and decisions in one place.
Submitted by someone in Finance. Chosen 61% of the time. Score 59.
61% chosen·Score 59·Finance
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Could we pilot this in one region first?
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
+1 more comment
Could we pilot this in one region first?
Record short how-to videos for the ten questions new people ask most.
Submitted by someone in Operations, Asia-Pacific, Manager. Chosen 51% of the time. Score 50.
51% chosen·Score 50·Operations
Could we pilot this in one region first?
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Could we pilot this in one region first?
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Replace the scattered documents and chat threads with one searchable knowledge base where every process has a named owner and a last-reviewed date, and give each team an hour a month to update it so new starters find answers without asking.
Submitted by the organizer. Chosen 53% of the time. Score 46.
53% chosen·Score 46·the organizer
Name one person per team who is responsible for training others on new tools.
Submitted by someone in People & Legal. Chosen 54% of the time. Score 43.
54% chosen·Score 43·People & Legal
Make our systems talk to each other so people never have to enter the same data twice.
Submitted by someone in Product, Americas, Manager. Chosen 51% of the time. Score 38.
51% chosen·Score 38·Product
Make it easy to say “this tool is not working for us” and promise a reply within a week.
Submitted by someone in People & Legal. Chosen 23% of the time. Score 14.
23% chosen·Score 14·People & Legal

#FlexibleWorking 54% win ratio, 10 ideas

Agree a simple set of team working norms, such as core hours, how to book time off, and when meetings are not allowed, and have every team write theirs down and review it each quarter, so flexibility is fair and predictable instead of depending on the manager.
Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 82% of the time. Score 88.
82% chosen·Score 88·Product
This would help my team straight away.
Good idea, but it only works if managers are held to it too.
This would help my team straight away.
+1 more comment
Good idea, but it only works if managers are held to it too.
Allow people to work from another country for up to four weeks a year.
Submitted by someone in Product, Europe, Individual contributor. Chosen 74% of the time. Score 73.
74% chosen·Score 73·Product
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Sounds good, though I worry it will be the first thing dropped when we get busy.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Set clear team rules for when it is fine not to reply, and make them visible to everyone.
Submitted by someone in Operations, Europe, Individual contributor. Chosen 64% of the time. Score 67.
64% chosen·Score 67·Operations
Yes. This is the one I would pick.
Could we pilot this in one region first?
Yes. This is the one I would pick.
+1 more comment
Could we pilot this in one region first?
Fund a coworking membership for people who live far from an office.
Submitted by someone in Sales, Remote, Individual contributor. Chosen 65% of the time. Score 58.
65% chosen·Score 58·Sales
Could we pilot this in one region first?
This would help my team straight away.
Could we pilot this in one region first?
+1 more comment
This would help my team straight away.
Make remote work the default for roles that do not need an office, with the office for team days.
Submitted by someone in Operations, Americas, Manager. Chosen 53% of the time. Score 56.
53% chosen·Score 56·Operations
I like the intent, but it will be very different for each team.
We already have something like this. People just don't know about it.
I like the intent, but it will be very different for each team.
+1 more comment
We already have something like this. People just don't know about it.
Offer a monthly team day in the office with travel paid, so remote colleagues can meet in person.
Submitted by someone in Finance, Europe, Manager. Chosen 52% of the time. Score 55.
52% chosen·Score 55·Finance
Let new parents ease back with reduced hours at full pay for the first month.
Submitted by someone in Product, Remote, Individual contributor. Chosen 40% of the time. Score 40.
40% chosen·Score 40·Product
Keep meetings between 10am and 4pm so people can plan around school runs and long commutes.
Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 38% of the time. Score 32.
38% chosen·Score 32·Product
Let teams agree their own working hours, as long as a few core hours overlap.
Submitted by someone in People & Legal, Americas, Individual contributor. Chosen 41% of the time. Score 30.
41% chosen·Score 30·People & Legal
Offer a four-day week during the quietest month of the year.
Submitted by someone in People & Legal, Americas, Individual contributor. Chosen 26% of the time. Score 17.
26% chosen·Score 17·People & Legal

#GrowthAndCareers 52% win ratio, 12 ideas

Hold career conversations twice a year that are separate from performance ratings.
Submitted by someone in Product, Americas, Manager. Chosen 86% of the time. Score 95.
86% chosen·Score 95·Product
Good idea, but it only works if managers are held to it too.
I'd add a way to measure whether it is working.
Good idea, but it only works if managers are held to it too.
+1 more comment
I'd add a way to measure whether it is working.
Offer paid time for professional exams and certifications, with the cost refunded on completion.
Submitted by someone in Product. Chosen 71% of the time. Score 74.
71% chosen·Score 74·Product
This would help my team straight away.
Yes. This is the one I would pick.
This would help my team straight away.
+1 more comment
Yes. This is the one I would pick.
Let people spend a few weeks on another team to learn new skills, with their old job covered.
Submitted by someone in Product, Asia-Pacific, Manager. Chosen 63% of the time. Score 69.
63% chosen·Score 69·Product
Sounds good, though I worry it will be the first thing dropped when we get busy.
We already have something like this. People just don't know about it.
Sounds good, though I worry it will be the first thing dropped when we get busy.
+1 more comment
We already have something like this. People just don't know about it.
Give everyone a yearly learning budget they can spend on any course, book or conference.
Submitted by someone in People & Legal, Americas, Manager. Chosen 57% of the time. Score 63.
57% chosen·Score 63·People & Legal
Post every open role internally for two weeks before advertising it outside.
Submitted by someone in Finance. Chosen 66% of the time. Score 60.
66% chosen·Score 60·Finance
This would help my team straight away.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
This would help my team straight away.
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Publish clear criteria for each level so people know exactly what it takes to be promoted.
Submitted by someone in Operations, Asia-Pacific, Individual contributor. Chosen 63% of the time. Score 55.
63% chosen·Score 55·Operations
We already have something like this. People just don't know about it.
Sounds good, though I worry it will be the first thing dropped when we get busy.
We already have something like this. People just don't know about it.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Publish the salary range for every open role, so people can plan their next move honestly.
Submitted by someone in Product, Europe, Individual contributor. Chosen 63% of the time. Score 52.
63% chosen·Score 52·Product
I like the intent, but it will be very different for each team.
Sounds good, though I worry it will be the first thing dropped when we get busy.
I like the intent, but it will be very different for each team.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Match every person with a sponsor who speaks up for them in the rooms where promotions are discussed.
Submitted by someone in Sales, Remote, Individual contributor. Chosen 56% of the time. Score 52.
56% chosen·Score 52·Sales
We already have something like this. People just don't know about it.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
We already have something like this. People just don't know about it.
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Create a senior specialist path so experts can progress without having to manage a large team.
Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 42% of the time. Score 42.
42% chosen·Score 42·Product
Pair every new manager with an experienced one for their first year, with time set aside for it.
Submitted by someone in Finance, Remote, Individual contributor. Chosen 47% of the time. Score 37.
47% chosen·Score 37·Finance

#ClearCommunication 52% win ratio, 12 ideas

Explain how each strategic priority connects to the work of individual teams, in plain language.
Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 68% of the time. Score 67.
68% chosen·Score 67·Product
We already have something like this. People just don't know about it.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
We already have something like this. People just don't know about it.
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Add a short “what we heard from you” note to every leadership update, so people see their feedback used.
Submitted by someone in Sales, Americas, Manager. Chosen 60% of the time. Score 64.
60% chosen·Score 64·Sales
We already have something like this. People just don't know about it.
Yes. This is the one I would pick.
We already have something like this. People just don't know about it.
+1 more comment
Yes. This is the one I would pick.
Give each department a quarterly slot at the all-hands to explain what it is working on and why.
Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 56% of the time. Score 56.
56% chosen·Score 56·People & Legal
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
I'd add a way to measure whether it is working.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
+1 more comment
I'd add a way to measure whether it is working.
Publish a one-page summary after every leadership meeting that lists the decisions made, who owns each one, why it was chosen over the alternatives, and what people can expect to see change in the next quarter. Keep it plain, not polished.
Submitted by the organizer. Chosen 61% of the time. Score 55.
61% chosen·Score 55·the organizer
Could we pilot this in one region first?
Yes. This is the one I would pick.
Could we pilot this in one region first?
+1 more comment
Yes. This is the one I would pick.
Give every big change a one-page plan: what changes, who is affected, and when, shared before it is announced.
Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 51% of the time. Score 52.
51% chosen·Score 52·Product
Publish a short note after every leadership meeting saying what was decided and why, so nobody has to guess.
Submitted by someone in People & Legal, Asia-Pacific, Manager. Chosen 49% of the time. Score 50.
49% chosen·Score 50·People & Legal
Replace the long weekly email with a five-minute video from a different team every week.
Submitted by someone in Product, Remote, Manager. Chosen 54% of the time. Score 44.
54% chosen·Score 44·Product
Hold a monthly open Q&A where leaders answer the questions people voted up beforehand, including the awkward ones.
Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 47% of the time. Score 37.
47% chosen·Score 37·People & Legal
Let anyone read the notes from senior leadership meetings, except for confidential people topics.
Submitted by someone in People & Legal, Asia-Pacific, Manager. Chosen 40% of the time. Score 29.
40% chosen·Score 29·People & Legal
Make the company calendar public, so people can see which big decisions and events are coming and plan ahead.
Submitted by someone in Operations, Americas, Manager. Chosen 40% of the time. Score 23.
40% chosen·Score 23·Operations

#CommunityAndCulture 44% win ratio, 8 ideas

Make team events something people choose, with daytime options and quieter alternatives.
Submitted by someone in Product. Chosen 67% of the time. Score 73.
67% chosen·Score 73·Product
This would help my team straight away.
Good idea, but it only works if managers are held to it too.
This would help my team straight away.
+1 more comment
Good idea, but it only works if managers are held to it too.
Give every employee two paid days a year to volunteer for a cause they care about.
Submitted by someone in Sales, Remote, Individual contributor. Chosen 60% of the time. Score 66.
60% chosen·Score 66·Sales
Yes. This is the one I would pick.
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Yes. This is the one I would pick.
+1 more comment
We tried a version of this before and it worked until the sponsor moved on. It needs a named owner.
Hold a monthly lunch where people from different teams sit together and talk about anything but work.
Submitted by someone in Product, Americas, Individual contributor. Chosen 46% of the time. Score 46.
46% chosen·Score 46·Product
Match new joiners with a buddy for the first three months, outside their own team.
Submitted by someone in Operations, Remote, Manager. Chosen 38% of the time. Score 37.
38% chosen·Score 37·Operations
Celebrate team and personal milestones in a way each person has chosen in advance.
Submitted by someone in Operations, Americas, Manager. Chosen 52% of the time. Score 35.
52% chosen·Score 35·Operations
Create small interest groups, like running, books or cooking, with a modest budget each.
Submitted by someone in Sales, Americas, Individual contributor. Chosen 37% of the time. Score 30.
37% chosen·Score 30·Sales
Hold an annual day where every team shows what it does to people from other departments.
Submitted by the organizer. Chosen 37% of the time. Score 27.
37% chosen·Score 27·the organizer
Make quiet spaces available in every office and for remote staff through a wellbeing allowance.
Submitted by someone in Operations, Remote, Manager. Chosen 29% of the time. Score 21.
29% chosen·Score 21·Operations

#RecognitionAndReward 42% win ratio, 10 ideas

Let teams nominate each other for a quarterly award that comes with an extra day off.
Submitted by someone in Finance. Chosen 58% of the time. Score 77.
58% chosen·Score 77·Finance
Have leaders send handwritten notes for work anniversaries, mentioning something specific the person did.
Submitted by someone in Product, Europe, Individual contributor. Chosen 72% of the time. Score 68.
72% chosen·Score 68·Product
This would help my team straight away.
We already have something like this. People just don't know about it.
This would help my team straight away.
+1 more comment
We already have something like this. People just don't know about it.
Add a public thank-you feed where anyone can recognise a colleague and link it to a company value.
Submitted by someone in Product, Europe, Individual contributor. Chosen 53% of the time. Score 48.
53% chosen·Score 48·Product
Give small spot rewards for ideas that save time or money, paid within the same month.
Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 48% of the time. Score 42.
48% chosen·Score 42·People & Legal
Make sure pay reviews reward people who take on bigger roles, not just those who ask loudest.
Submitted by someone in Sales, Asia-Pacific, Individual contributor. Chosen 47% of the time. Score 41.
47% chosen·Score 41·Sales
Review pay once a year for fairness across teams and locations, and share what changed.
Submitted by someone in Finance. Chosen 48% of the time. Score 36.
48% chosen·Score 36·Finance
Recognise the quiet work behind the scenes, like support and operations, at every all-hands meeting.
Submitted by someone in Product, Americas, Individual contributor. Chosen 44% of the time. Score 28.
44% chosen·Score 28·Product
Keep a public wall of customer compliments and pass each one to the person it names.
Submitted by someone in Product, Europe, Individual contributor. Chosen 24% of the time. Score 18.
24% chosen·Score 18·Product
Let any colleague send a short public thank-you that names the specific thing someone did and the effect it had, then have each manager read the best ones out at the monthly team meeting, so recognition is frequent, specific and not saved for annual awards.
Submitted by the organizer. Chosen 30% of the time. Score 11.
30% chosen·Score 11·the organizer
Let people choose how they are thanked: a note, a team lunch, an extra day off or a donation to charity.
Submitted by someone in Operations, Asia-Pacific, Individual contributor. Chosen 17% of the time. Score 2.
17% chosen·Score 2·Operations

#InnovationCulture 34% win ratio, 8 ideas

Fund small pilots quickly: a panel decides within two weeks, with money for the winners.
Submitted by someone in Product, Europe, Manager. Chosen 56% of the time. Score 59.
56% chosen·Score 59·Product
I like the intent, but it will be very different for each team.
Sounds good, though I worry it will be the first thing dropped when we get busy.
I like the intent, but it will be very different for each team.
+1 more comment
Sounds good, though I worry it will be the first thing dropped when we get busy.
Create a place to show what did not work and what we learned from it, without blame.
Submitted by someone in People & Legal. Chosen 56% of the time. Score 50.
56% chosen·Score 50·People & Legal
Set aside a small fund and one afternoon a month for any employee to test an idea that could save time or help customers, with a two-page template to explain what they tried, what happened and whether it should be scaled or stopped.
Submitted by someone in Product, Americas, Individual contributor. Chosen 44% of the time. Score 38.
44% chosen·Score 38·Product
Invite customers to test new ideas with us before they are built.
Submitted by someone in Finance, Asia-Pacific, Individual contributor. Chosen 40% of the time. Score 30.
40% chosen·Score 30·Finance
Share a monthly story of a small experiment, what happened and what we learned.
Submitted by someone in Sales, Americas, Individual contributor. Chosen 26% of the time. Score 11.
26% chosen·Score 11·Sales
Ask new joiners in their first month what looks odd or slow, and act on the best answers.
Submitted by someone in Operations. Chosen 28% of the time. Score 3.
28% chosen·Score 3·Operations
Set aside a small yearly fund that any employee can apply for to try something new.
Submitted by someone in Product, Europe, Manager. Chosen 20% of the time. Score 1.
20% chosen·Score 1·Product
Give every team a day each quarter to test an idea of their own, with no need for a business case.
Submitted by someone in People & Legal, Americas, Manager. Chosen 13% of the time. Score 0.
13% chosen·Score 0·People & Legal

How to read this report

People saw two ideas at a time and chose the one they valued more
Voters never see who wrote an idea, or their own ideas
Groups of fewer than five are never reported separately
Names stay hidden until the project ends. How voting works

What stands out

The top 3 ideas

See the full report

How to read this report