Hi there,
It's been a while since you've heard from us at Crewmojo, and we're changing that.
We're launching a newsletter – every other Sunday, focused on the real challenges HR leaders face when trying to design employee experiences that actually work.
I'm excited to be partnering with Megan Trotter to co-write it. Megan and I work in the same space from different angles, and we're treating this as an experiment in how collaboration can create better thinking. Which feels fitting, given that's exactly the approach we advocate for in HR.
About Megan: Megan has led People Experience projects across culture change, leadership development, employee listening, and org design - both as a consultant and in-house at the BBC and a fast-growing fintech scale-up.
Every other Sunday you'll get a ~3-5 minute read:
- Practical insights on building people experiences (not just deploying HR systems)
- Real challenges, novel solutions
- Megan and I will alternate writing, bringing different perspectives
- Ideas you can test and iterate on immediately
We're not sure exactly where this will go yet, and that's intentional. We want to build this with you – so we'll be asking questions, inviting feedback, and evolving the content based on what's actually useful.
A taste of what's coming:
I recently shared a simple flowchart on LinkedIn about giving feedback that's been resonating with people...
Most managers genuinely believe they're giving feedback. And they probably are... it's just that not all feedback is equal.
We've watched hundreds of organisations wrestle with this and the patterns are pretty consistent.
Feedback breaks down in predictable spots:
👉 It only happens during reviews (so it's not feedback, it's surprises).
👉 Or it's too vague to action (so it's opinions, not observations).
👉 Or it focuses purely on what went wrong (pointing out problems, not developing people).
👉 Or it's one-directional (a lecture, not a conversation).
👉 Or there's no follow-up (checking boxes, not creating change).
If you stick to some simple principles (regular, specific, growth-focused, two-way, and followed up) not only will you be building team capability, but you'll be making meaningful relationships with your team.
The flowchart below is a quick sense check to see where you might be getting stuck.
This is the kind of practical, immediately applicable thinking we'll be bringing to the newsletter.
If you're interested in HR that's built, not templated, we'd love to have you along for the ride.
First edition drops 30th November.
And if this isn't for you anymore? No hard feelings – unsubscribe below.
Mark
CEO @ Crewmojo
P.S. Want to shape what we write about? Hit reply and tell us what challenge you're wrestling with right now.