The Vision Lab
Read-only report. Updated live from the votes.
The Vision Lab

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

Project in progress. Report generated October 5, 2026.

Everyone
50%

of 1,000 invited people took part. Typical is 30–50%.

500 people ranked 74 ideas in 15,506 votes
31votes per person
8days run time

On track. Every measure is in the usual range or better.

50%Took part Typical (30–50%)
72%Voted Typical (55–90%)
15%Added an idea Typical (10–30%)
46%Commented or saved Typical (20–50%)

What stands out

  • 500 of 1000 invited people took part (50%). Past projects typically see 30–50%.
  • Simplify and focus ideas won 65% of their comparisons, the strongest of any theme.
  • Clear communication drew the most ideas (12).
  • Department participation ranged from 27% (Finance) to 63% (Product).
  • Lowest agreement on "Do you believe leadership will act on the top ideas?": Sales at 42% yes, i do.

The top 10 ideas

Ranked by how often each idea was chosen in head-to-head comparisons. Ideas need at least 3 comparisons to appear.

  1. 1
    Pair every new manager with an experienced one for their first year, with time set aside for it.
    Growth and careers Chosen 90% of the time in 99 comparisons.
  2. 2
    Give people the authority to resolve customer problems up to an agreed amount without asking.
    Simplify and focus Chosen 86% of the time in 587 comparisons.
  3. 3
    Create an internal help desk with a same-day reply on any tool problem.
    Tools and knowledge Chosen 83% of the time in 139 comparisons.
  4. 4
    Let new parents ease back with reduced hours at full pay for the first month.
    Flexible working Chosen 82% of the time in 411 comparisons.
  5. 5
    Automate the monthly report that takes two days to build by hand.
    Tools and knowledge Chosen 75% of the time in 374 comparisons.
  6. 6
    Introduce a no-meeting afternoon each week so everyone gets real focus time.
    Flexible working Chosen 75% of the time in 272 comparisons.
  7. 7
    Publish the salary range for every open role, so people can plan their next move honestly.
    Growth and careers Chosen 73% of the time in 196 comparisons.
  8. 8
    Publish what happened to every idea people submit, so everyone can see the impact.
    Recognition and reward Chosen 73% of the time in 420 comparisons.
  9. 9
    Stop work that has run without a clear owner or outcome for more than six months.
    Simplify and focus Chosen 72% of the time in 344 comparisons.
  10. 10
    Give every employee two paid days a year to volunteer for a cause they care about.
    Community and culture Chosen 72% of the time in 47 comparisons.

Themes

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

Simplify and focus (9)65%
Tools and knowledge (11)54%
Flexible working (10)53%
Growth and careers (12)52%
Clear communication (12)52%
Community and culture (8)44%
Recognition and reward (10)42%
Innovation culture (8)34%

Simplify and focus 65% win ratio, 9 ideas

  1. 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.

    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.

  2. 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 72.

    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.

  3. Agree a simple definition of “done” for each type of work, and stop reworking things that meet it.
    Submitted by the organizer. Chosen 66% of the time. Score 64.

    Good idea, but it only works if managers are held to it too.

    Agree. The hard part is protecting the time for it.

  4. 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.

    This would help my team straight away.

    Sounds good, though I worry it will be the first thing dropped when we get busy.

  5. Limit each team to three priorities at a time and say no to the rest openly.
    Submitted by someone in Sales, Asia-Pacific, Director or above. Chosen 62% of the time. Score 50.
  6. Cut the approval needed for purchases under a set amount to a single manager.
    Submitted by someone in People & Legal, Europe, Individual contributor. Chosen 48% of the time. Score 49.
  7. Let teams say no to new requests when they are at capacity, and show the trade-off openly.
    Submitted by someone in Finance. Chosen 67% of the time. Score 49.
  8. Review the list of recurring meetings every quarter, and end any with no clear owner.
    Submitted by someone in Operations, Europe, Manager. Chosen 50% of the time. Score 42.
  9. Review all recurring reports once a year and delete the ones no one reads.
    Submitted by someone in Product, Americas, Director or above. Chosen 50% of the time. Score 41.

Tools and knowledge 54% win ratio, 11 ideas

  1. Create an internal help desk with a same-day reply on any tool problem.
    Submitted by someone in Finance. Chosen 83% of the time. Score 90.

    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.

  2. Automate the monthly report that takes two days to build by hand.
    Submitted by someone in Finance, Remote, Individual contributor. Chosen 75% of the time. Score 88.

    Agree. The hard part is protecting the time for it.

    This would help my team straight away.

  3. Record short how-to videos for the ten questions new people ask most.
    Submitted by someone in Product, Americas, Manager. Chosen 70% of the time. Score 75.

    I like the intent, but it will be very different for each team.

    Yes. This is the one I would pick.

  4. Give every team a small budget to buy the tools they need without a long procurement process.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 64% of the time. Score 70.

    Could we pilot this in one region first?

    Yes. This is the one I would pick.

  5. Make it easy to say “this tool is not working for us” and promise a reply within a week.
    Submitted by someone in Finance. Chosen 70% of the time. Score 63.

    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?

  6. Make our systems talk to each other so people never have to enter the same data twice.
    Submitted by someone in Operations, Asia-Pacific, Manager. Chosen 51% of the time. Score 52.

    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.

  7. Name one person per team who is responsible for training others on new tools.
    Submitted by the organizer. Chosen 53% of the time. Score 49.
  8. Give every project a single shared page: goals, owners, status and decisions in one place.
    Submitted by someone in People & Legal, Europe, Director or above. Chosen 54% of the time. Score 43.
  9. Keep a list of who knows what, so people can find an expert in minutes, not days.
    Submitted by someone in Product, Americas, Manager. Chosen 52% of the time. Score 42.
  10. Put every core process in one searchable place and name an owner for keeping it current.
    Submitted by someone in People & Legal, Asia-Pacific, Director or above. Chosen 23% of the time. Score 13.

Flexible working 53% win ratio, 10 ideas

  1. Let new parents ease back with reduced hours at full pay for the first month.
    Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 82% of the time. Score 93.

    This would help my team straight away.

    Good idea, but it only works if managers are held to it too.

  2. Introduce a no-meeting afternoon each week so everyone gets real focus time.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 75% of the time. Score 72.

    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.

  3. Offer a monthly team day in the office with travel paid, so remote colleagues can meet in person.
    Submitted by someone in Operations, Europe, Individual contributor. Chosen 64% of the time. Score 64.

    Yes. This is the one I would pick.

    Could we pilot this in one region first?

  4. Allow people to work from another country for up to four weeks a year.
    Submitted by someone in Sales, Remote, Individual contributor. Chosen 65% of the time. Score 59.

    Could we pilot this in one region first?

    This would help my team straight away.

  5. Keep meetings between 10am and 4pm so people can plan around school runs and long commutes.
    Submitted by someone in Operations, Americas, Manager. Chosen 53% of the time. Score 53.

    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.

  6. Let teams agree their own working hours, as long as a few core hours overlap.
    Submitted by someone in Finance, Europe, Manager. Chosen 53% of the time. Score 50.
  7. Set clear team rules for when it is fine not to reply, and make them visible to everyone.
    Submitted by someone in Product, Remote, Individual contributor. Chosen 40% of the time. Score 39.
  8. Make remote work the default for roles that do not need an office, with the office for team days.
    Submitted by someone in People & Legal, Americas, Individual contributor. Chosen 41% of the time. Score 30.
  9. Offer a four-day week during the quietest month of the year.
    Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 38% of the time. Score 29.
  10. Fund a coworking membership for people who live far from an office.
    Submitted by someone in People & Legal, Americas, Individual contributor. Chosen 23% of the time. Score 8.

Growth and careers 52% win ratio, 12 ideas

  1. Pair every new manager with an experienced one for their first year, with time set aside for it.
    Submitted by someone in Product, Americas, Manager. Chosen 90% of the time. Score 92.

    Good idea, but it only works if managers are held to it too.

    I'd add a way to measure whether it is working.

  2. Publish the salary range for every open role, so people can plan their next move honestly.
    Submitted by someone in Product, Asia-Pacific, Director or above. Chosen 73% of the time. Score 78.

    This would help my team straight away.

    Yes. This is the one I would pick.

  3. Create a senior specialist path so experts can progress without having to manage a large team.
    Submitted by someone in Product, Asia-Pacific, Manager. Chosen 63% of the time. Score 69.

    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.

  4. Let people spend a few weeks on another team to learn new skills, with their old job covered.
    Submitted by someone in Finance, Asia-Pacific, Manager. Chosen 66% of the time. Score 61.

    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.

  5. Give everyone a yearly learning budget they can spend on any course, book or conference.
    Submitted by someone in Operations, Asia-Pacific, Individual contributor. Chosen 63% of the time. Score 57.

    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.

  6. Publish clear criteria for each level so people know exactly what it takes to be promoted.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 63% of the time. Score 57.

    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.

  7. Offer paid time for professional exams and certifications, with the cost refunded on completion.
    Submitted by someone in Sales, Remote, Individual contributor. Chosen 56% of the time. Score 51.

    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.

  8. Post every open role internally for two weeks before advertising it outside.
    Submitted by someone in People & Legal, Americas, Manager. Chosen 56% of the time. Score 49.
  9. Hold career conversations twice a year that are separate from performance ratings.
    Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 42% of the time. Score 38.
  10. Show real examples of how colleagues moved between teams and roles, told in their own words.
    Submitted by someone in Finance, Remote, Individual contributor. Chosen 47% of the time. Score 34.

Clear communication 52% win ratio, 12 ideas

  1. Let anyone read the notes from senior leadership meetings, except for confidential people topics.
    Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 68% of the time. Score 70.

    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.

  2. Make the company calendar public, so people can see which big decisions and events are coming and plan ahead.
    Submitted by someone in Sales, Americas, Manager. Chosen 59% of the time. Score 62.

    We already have something like this. People just don't know about it.

    Yes. This is the one I would pick.

  3. 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, Remote, Individual contributor. Chosen 56% of the time. Score 54.

    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.

  4. Add a short “what we heard from you” note to every leadership update, so people see their feedback used.
    Submitted by the organizer. Chosen 61% of the time. Score 52.

    Could we pilot this in one region first?

    Yes. This is the one I would pick.

  5. 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, Asia-Pacific, Manager. Chosen 49% of the time. Score 51.
  6. Explain how each strategic priority connects to the work of individual teams, in plain language.
    Submitted by someone in Product, Remote, Manager. Chosen 54% of the time. Score 51.
  7. Give every big change a one-page plan: what changes, who is affected, and when, shared before it is announced.
    Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 49% of the time. Score 48.
  8. Replace the long weekly email with a five-minute video from a different team every week.
    Submitted by someone in Product, Asia-Pacific, Individual contributor. Chosen 44% of the time. Score 41.
  9. Give each department a quarterly slot at the all-hands to explain what it is working on and why.
    Submitted by someone in Operations, Americas, Manager. Chosen 32% of the time. Score 29.
  10. Share the reasoning when a project is cancelled, so the people who worked on it feel the effort counted.
    Submitted by someone in People & Legal, Asia-Pacific, Manager. Chosen 34% of the time. Score 28.

Community and culture 44% win ratio, 8 ideas

  1. Make team events something people choose, with daytime options and quieter alternatives.
    Submitted by someone in Product, Asia-Pacific, Director or above. Chosen 67% of the time. Score 76.

    This would help my team straight away.

    Good idea, but it only works if managers are held to it too.

  2. 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 72% of the time. Score 67.

    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.

  3. 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 48.
  4. Celebrate team and personal milestones in a way each person has chosen in advance.
    Submitted by someone in Operations, Americas, Manager. Chosen 53% of the time. Score 40.
  5. 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 40.
  6. 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 31.
  7. Hold an annual day where every team shows what it does to people from other departments.
    Submitted by the organizer. Chosen 38% of the time. Score 30.
  8. 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 20.

Recognition and reward 42% win ratio, 10 ideas

  1. Publish what happened to every idea people submit, so everyone can see the impact.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 73% of the time. Score 71.

    This would help my team straight away.

    We already have something like this. People just don't know about it.

  2. Give small spot rewards for ideas that save time or money, paid within the same month.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 53% of the time. Score 51.
  3. Add a public thank-you feed where anyone can recognise a colleague and link it to a company value.
    Submitted by someone in Finance, Asia-Pacific, Manager. Chosen 51% of the time. Score 49.
  4. Make sure pay reviews reward people who take on bigger roles, not just those who ask loudest.
    Submitted by someone in Finance, Asia-Pacific, Manager. Score 46.
  5. Have leaders send handwritten notes for work anniversaries, mentioning something specific the person did.
    Submitted by someone in Sales, Asia-Pacific, Individual contributor. Chosen 47% of the time. Score 43.
  6. Recognise the quiet work behind the scenes, like support and operations, at every all-hands meeting.
    Submitted by someone in People & Legal, Remote, Individual contributor. Chosen 48% of the time. Score 41.
  7. Let teams nominate each other for a quarterly award that comes with an extra day off.
    Submitted by someone in Product, Americas, Individual contributor. Chosen 44% of the time. Score 27.
  8. Review pay once a year for fairness across teams and locations, and share what changed.
    Submitted by someone in Product, Europe, Individual contributor. Chosen 23% of the time. Score 14.
  9. Let people choose how they are thanked: a note, a team lunch, an extra day off or a donation to charity.
    Submitted by the organizer. Chosen 30% of the time. Score 12.
  10. Keep a public wall of customer compliments and pass each one to the person it names.
    Submitted by someone in Operations, Asia-Pacific, Individual contributor. Chosen 17% of the time. Score 4.

Innovation culture 34% win ratio, 8 ideas

  1. Create a place to show what did not work and what we learned from it, without blame.
    Submitted by someone in Product, Europe, Manager. Chosen 60% of the time. Score 54.

    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.

  2. Invite customers to test new ideas with us before they are built.
    Submitted by someone in People & Legal, Europe, Director or above. Chosen 55% of the time. Score 48.
  3. Set aside a small yearly fund that any employee can apply for to try something new.
    Submitted by someone in Product, Americas, Individual contributor. Chosen 44% of the time. Score 38.
  4. Hold an annual build week where mixed teams make a prototype of their best idea.
    Submitted by someone in Finance, Asia-Pacific, Individual contributor. Chosen 41% of the time. Score 33.
  5. Ask new joiners in their first month what looks odd or slow, and act on the best answers.
    Submitted by someone in Sales, Americas, Individual contributor. Chosen 24% of the time. Score 11.
  6. 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 Operations, Americas, Director or above. Chosen 28% of the time. Score 10.
  7. Fund small pilots quickly: a panel decides within two weeks, with money for the winners.
    Submitted by someone in People & Legal, Americas, Manager. Chosen 13% of the time. Score 5.
  8. Share a monthly story of a small experiment, what happened and what we learned.
    Submitted by someone in Product, Europe, Manager. Chosen 20% of the time. Score 0.

How to read this report

People saw two ideas at a time and chose the one they valued more. Ideas never show who wrote them to voters, and people never see their own ideas. Groups under 5 people are never reported separately. Names stay hidden until the project ends. How voting works.