Facebook Instagram X-twitter Linkedin Pinterest Black And White Rank Insignia With Bold Stripes And A Peaked Chevron, Often Used As A Main Header Symbol In Military Or Hierarchical Designs.
October 28, 2026
A cartoon illustration showing three cats labeled Strat-Cat, Middle, and Kitten, highlighting why AI brought middle managers back to the workplace.
October 28, 2026
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Why AI Brought Middle Managers Back

As organizations flattened hierarchies in pursuit of AI efficiency, they killed employee trust. Middle management brings human judgment and purpose. In 2023 Meta began aggressively laying off middle managers and shifting others back into individual contributor (IC) roles. Zuckerberg created a highly flattened structure with massive spans of control (sometimes […]
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October 20, 2026
A cartoon of a woman asking a colleague to cover her desk for ten minutes after working long hours, reflecting why is Loud Working the work norm.
October 20, 2026
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Why is “Loud Working” the New Trend

You may have seen these “loud working” types. That is someone who is always announcing how hard they are working, how valuable they are and how important they are to the organization’s success. Loud working is when people make a show of how busy and hardworking they are, like posting […]
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October 8, 2026
A cartoon illustration about retention strategies featuring various characters reacting to workplace environments and incentives.
October 8, 2026
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Why Doesn’t Everyone Copy Nvidia’s Retention Culture

Nvidia reported a 3.7% turnover rate for fiscal 2026. More than 40% of new hires came through employee referrals. Their retention strategy is based on a combination that is considerably harder for a competitor to replicate. It is a system of interconnected choices, but there are many ideas you can design based on Nvidia's philosophy.
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September 23, 2026
The book cover for The Tyranny of Metrics by Jerry Z. Muller, featuring yellow and grey data visualization icons on a black background.
September 23, 2026
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Book Review: The Tyranny of Metrics

What gets measured is not the same as what matters, and rewarding the measure corrupts it. Not everything that counts can be counted. Extrinsic reward for measured performance crowds out the intrinsic motivation that made people good at the work in the first place
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