Work For Humans
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© 2025 Work For Humans
Description
Too often business leaders are forced to choose between the needs of their company and the needs of their employees. It’s a lose/lose scenario leaving managers burned out and workers seeking other opportunities. At Work for Humans, we believe work can be designed differently. When you design work like products people love, your company wins. Work becomes irresistible, employees passionately buy into their roles every day, and your company takes measurable strides towards your vision.
147 Episodes
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Luke O’Mahoney is one of the leaders of the movement to reframe work as a product that every company sells to employees. In particular, Luke has gone deep into the implications of recognizing work as a subscription product, and brings an absolute wealth of ideas to bear on how to create the kind of work experience product that employees want to buy every day. People don't stay in jobs because of free snacks, ping pong tables, or flashy recruiting campaigns. They stay because work works for th...
This is the third in a series of episodes with world-leading product management experts about how we might build product management best practices into team leadership. Alex Komoroske spent years as either a Product Manager or Director of Product Management for platforms that most of us use every day: Chrome, Google Maps, Google Earth, and others. He then went on to lead corporate strategy at Stripe, another platform \most of us use every day. While at Google, Alex wrote an ...
1Most employees need some form of support to thrive at work, whether it’s flexible hours to care for a loved one, mental health resources, or a quieter space to focus. But asking for help can feel risky. That silence holds people back and costs companies more than they realize. Charlotte Dales is trying to fix that. As the co-founder and CEO of Inclusively, Charlotte is building a platform that helps employees easily and privately access the support they need to do their best work. From ment...
When Josh Fryday’s wife was evacuated from Japan after the 2011 Japan disaster, he stayed behind. As a Navy officer, he joined Operation Tomodachi, one of the largest humanitarian relief efforts in history. Working alongside people who thought differently, he learned that service brings people together around a common mission to accomplish amazing things. Now, as California’s first-ever Secretary of Service, Josh is helping build the largest state-run service corps in the U.S. Through progra...
At eight years old, Kate Griggs sat in a parent-teacher meeting and heard the words, “She’s not very bright.” The school had already written her off. But she wasn’t struggling because she lacked intelligence. She was struggling because the system wasn’t designed for the way she thinks. Today, she’s proving that dyslexia isn’t a disadvantage, but a superpower that the world is only beginning to understand. As the founder of Made By Dyslexia, Kate is leading a global movement to challenge outd...
With a career in a stable industry and a solid plan for retirement, Matthew Rutledge’s father expected to retire on his own terms. But when he was suddenly laid off at 59, the financial impact was crushing. Watching his father struggle to bounce back at that stage of life made Matt realize how fragile retirement security really is, even for those who plan ahead. Now, he researches why millions of people are working longer but still struggling to retire and what we can do to fix it. Matthew R...
Howard Behar barely graduated high school and spent just two years in community college. Yet, he became a key leader at Starbucks soon after joining the company. From the start, he saw that Starbucks was not just about coffee but about people. With no formal business degree or global experience, he relied on persistence and a deep belief in servant leadership to guide him. He rose to president of Starbucks International and helped transform the brand from a small regional chain into a global ...
For many people, the mention of government work conjures images of endless red tape and bureaucracy. In reality, though, federal employees are doing life-changing work every day. They fight hurricanes, advance cutting-edge research, protect children, and manage millions of acres of public lands. But with leadership turnover, political transitions, and cultural challenges, the system often struggles to attract and retain the talent it needs. Cameron Kober is working to change that. Cameron Ko...
Sam Schlimper is the Managing Director at Randstad, the largest HR service provider in the world. Largely anchored in talent acquisition, she has over two decades of experience working with global organizations to link human potential, AI, and measurable outcomes. Over the years, Sam has witnessed countless leaders struggle with a trade-off mindset, treating business success as a zero-sum game. Determined to change this, she advocates for an alternative system where all stakeholders thrive—pr...
As co-founder of The Design Gym consultancy, Andy Hagerman has spent over a decade tackling the challenge of aligning employee needs with business strategy—an issue that can make or break organizational success. Working with clients like Marriott, Cisco, HP, and Kellogg’s, he has honed his craft by addressing complex organizational needs. In this episode, Andy unpacks a large case study with a major retailer, revealing how understanding the employee experience can create new opportunities for...
Companies have long treated employees like children, micromanaging their tasks and monitoring every move, hoping to boost productivity. The problem is that this approach undermines trust and stifles innovation, parenting employees instead of supporting them. Sammy Burt, author of What Is a Grown-Up Anyway, is working to shift this mindset. She helps organizations embrace a “grown-up” approach that fosters autonomy, confidence, and more empowered, innovative workplaces— treating employees as t...
Award-winning entrepreneur and author Robert Glazer has identified a core issue in today’s companies: the traditional “growth-at-all-costs” mindset is unsustainable. After a decade of relentless expansion, many companies are struggling to grow without burning out their employees along the way. Robert believes there is a better way—one that brings teams along on the growth journey to benefit employees and the company alike. Robert Glazer is an award-winning executive, speaker, author, ...
Product managers are often used to setting goals and going after them with a single-minded focus, achieving success by pushing for results. If they approach the job like a mechanic—fixing, controlling, and managing tasks—they risk stifling innovation and limiting their team’s potential. Without realizing it, managers can create an environment that suppresses growth. John Cutler, a seasoned product manager and researcher, believes that by adopting a service-oriented mindset, managers can inste...
An estimated 1 billion people switch jobs every year, and the war for talent continues. Leaders and HR teams keep using the same hiring strategies as the average employee tenure decreases year after year. Companies aren’t addressing the root issue: employees crave meaningful work, supportive colleagues, and growth opportunities. Unless companies transform their approach to employee satisfaction, they’ll keep losing their best people—something Ethan Bernstein and Michael Horn believe we can pr...
Moments before presenting at a large conference in Sydney, Gareth Flynn was confident in sharing his expertise on skills strategy. Suddenly, his friend Dart Lindsley tapped him on the shoulder and made a bold claim: skills strategies don’t work. Faced with the unsettling possibility that his expertise might be flawed, Gareth began a research journey to uncover the truth. By engaging with both critics and advocates, he gained a fresh perspective on when and how skills should (or shouldn’t) be ...
When Kim Clark was completing research for his doctoral dissertation, he compared two nearly identical cement plants located five miles apart. As an economist, he couldn’t pinpoint why one plant was 70% more productive than the other. Determined to solve the mystery, he visited both plants and quickly found the answer: the more productive plant had a flat hierarchy and a collegial culture. Kim, Jonathan, and Erin Clark are co-authors of the book Leading Through, which explores the tra...
When Samantha Gadd began her career in HR, she quickly noticed traditional HR processes and practices often overlooked the people they were meant to serve. Struggling to find the “human” in human resources, Samantha took a leap of faith and founded Humankind, an organization dedicated to putting humanity at the center of work. Today, Humankind is New Zealand’s leading HR and employee experience (EX) consultancy, partnering with over 1,200 organizations to create more human-centered wo...
David Obstfeld, a tenured professor with over 15 years of research experience, saw a troubling trend at universities: first-generation college students were struggling to secure job opportunities upon graduation, leaving them at a disadvantage compared to their peers. His research revealed a clear link between economic background and access to social networks, with wealthier students gaining social capital that propelled their career success above those around them. It wasn’t what they knew -...
Lucy Adams, a seasoned HR leader, has held senior roles in major organizations, including her recent position as HR Director at the BBC. Despite her success, she grew increasingly frustrated by HR’s one-size-fits-all approach, which treated all employees under the same rigid policies. Determined to find a fresh perspective, Lucy founded Disruptive HR, an innovative HR agency that inspires leaders and HR professionals to approach their roles with renewed vision and energy. Lucy Adams is a key...
Ken Coleman has interviewed thousands of people on work, uncovering a common struggle: people start their careers wanting to make a difference but often lose that drive due to restrictive job expectations and rigid company rules. This disconnect leaves employees disengaged, impacting both personal fulfillment and company success. Ken believes companies thrive by flipping the question — focusing not on how to get the most out of employees, but on how employees can get the most out of their rol...
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