Why "Fun" Is a Business Decision Some people think entertainment at a corporate event is simply there to fill time. I see it differently. The right entertainment changes how people interact with one another. It breaks down barriers. It gives departments something to talk about afterward. It reminds employees that work can still include moments of joy. That's not just "fun." That's culture.

Okay wait, did y'all know the average member of Blue Foxes speaks at least 3 languages?🤯 Not to flex, but we've got actual polyglots like Brice GERMAIN casually pulling off 5 languages like it's nothing, Paula Layoun putting us all onto Lebanese food and we are never the same after, the Kosovo office single handedly redefining what "going out" means, and so many more nuances that make BF culture extra special! So how do we make that happen? Being a hybrid team across 200+ people and three continents means we get to celebrate every culture instead of just one (we NEVER run out of topics btw). This year we're on a mission to connect every fox across the globe, through fun online games, breakout sessions, parties, and flying across borders to meet everyone IRL! Blue Foxes isn't just a workplace, it's a home that connects our teams across three continents.🦊🌍 How do you celebrate workplace culture?

In any partnership—at home or at work—there's a huge difference between 'doing a task' and 'owning a responsibility.' Consider this: One person notices the kids’ rain boots are getting tight before the rainy season starts. They research brands, compare prices, check sizes, and find the perfect pair on sale. Then they send the link to their partner and ask, “Can you order these?” The partner clicks “buy.” The task is done in 30 seconds. Who did the work? Both did, but one carried the entire cognitive load of the process: the anticipation, planning, and decision-making. This invisible labor is the core of the mental load. At Skift, we're building a tool to help partners transfer entire responsibility chains, not just the final to-do. The goal is to move from delegation to true ownership, from anticipation to completion. How does your team or family handle the difference between 'noticing' and 'doing'? #MentalLoad #Partnership #Equality #Teamwork #Productivity #SkiftApp #FairPlay

"𝐀𝐥𝐰𝐚𝐲𝐬 𝐥𝐞𝐚𝐯𝐞 𝐨𝐧 𝐠𝐨𝐨𝐝 𝐭𝐞𝐫𝐦𝐬" We've all heard it. But why is that expectation always placed on the employee? You can help grow a business, bring in revenue, and give everything you've got... only for your exit to be met with silence. Or worse, a completely different version of events. It's amazing how quickly someone's contribution can be forgotten once they've decided to move on. The way a company speaks about people after they've left says far more about its culture than it does about the individual. Not every departure needs a celebration. But it shouldn't require rewriting the story either.

Authentic teams move beyond collaboration to create the psychological safety required for curiosity and professional growth to thrive. Maurice, Program Manager, Residential Operations, shares how the culture at Omnidian allowed her to shed traditional corporate expectations and show up as her true self. She highlights how our internal training in Fierce Feedback and Nonviolent Communication provided the tools she needed to navigate uncomfortable conversations and find real solutions through active listening. For Maurice Pizano, the most significant driver of her growth was working alongside teammates who value candidness over conformity. This environment empowered her to ask the hard questions and focus on root causes. "Being around people who allowed me to be me without these guards has allowed me to grow instrumentally," she explains. Watch the full story of Maurice’s journey on our YouTube channel; link in the comments below. #CareerGrowth #AuthenticLeadership #ProfessionalDevelopment #CompanyCulture #FierceFeedback #NonviolentCommunication

We never tell our team, "We are a family." Instead, we remind them: "You have a family." There's a difference. We never expect to replace the people waiting for you at home. Your family is where you find unconditional love, support, and purpose. Our responsibility as an organization is different. We want to create a workplace where people can grow, contribute, and build meaningful careers, while still making time for the people who matter most outside of work. When your child has a school event... When your parents need support... When there's a family celebration... Or when life simply demands your presence... Those moments matter. Because no shipment, no meeting, and no production target should make someone forget why they work so hard in the first place. Our thought - A healthy work culture isn't built by calling employees "family." It's built by respecting the fact that they already have one. And when people know their lives outside work are valued, they often bring greater commitment, trust, and ownership to the work they do. What do you think- is it better for organizations to say "We're a family" or "You have a family, and we respect that"?

⛳ Somewhere out there, a great hire is getting rejected for not liking golf... Or karaoke. Or fantasy football. Or whatever the unofficial "team culture" happens to be. I believe culture fit should be about shared values, not shared hobbies. If your team fit test is "would I grab a beer with them," you're kind of just building a friend group with a payroll. That's not saying you shouldn't be friends! But maybe culture fit should be less about finding people who are exactly like us, and more like finding people who make the whole team better. 

Last night, a few of us from work went bowling. Now, I’ll be honest… my bowling performance wasn’t exactly one for the highlight reel. 🎳😅 But what I lacked in skill, I more than made up for in confidence and commentary. I talked a good game, and more importantly, we all had a brilliant laugh. By the end of the evening, we’d already agreed to make it a regular thing. I know work socials aren’t everyone’s cup of tea, and that’s absolutely fine. But for me, these moments matter. They give us the opportunity to connect beyond job titles, meetings, and inboxes. They help build stronger relationships, create a sense of belonging, and strengthen the community around us. Culture isn’t just about policies, benefits, or statements on a website. It’s about how people feel when they come to work and the relationships they build along the way. That’s one of the things I value at Cripps . The willingness people have to spend time together, support one another, and enjoy each other’s company outside of the day-to-day shows the strength of the culture we’re building. Sometimes the real win isn’t the score on the screen, it’s the conversations, laughter, and connections you take away with you afterwards. #TeamCulture #WorkplaceCommunity #EmployeeExperience #Cripps #Teamwork #Connection #CultureMatters

Some agencies share their work and call themselves out for the "great work" they are doing. Other agencies focus on their partners and clients who made it possible. I wonder what that means / signals to the world about their culture?

Every interaction, conversation, decision, and behavior contributes to the culture we experience each day. In this short clip, I share why I think of individuals as culture carriers and why culture is always evolving alongside the people who make up our organizations. I'd love to hear what resonates with you.