Work Rules! · the starter pack
Run Work Rules! with measurement — in order.
You don't run all fourteen at once. This is the order to actually execute Work Rules with measurement — start by checking the foundation (is it fair, is it safe), fix how you hire and rate, see the real shape of performance, check pay, then test changes before you scale them. Each step is a diagnostic; together they're the program.
- 1
Culture Eats Strategy for Breakfast
Start at the foundation: is the process felt as fair, and is it safe to speak up? Everything else sits on this.
DiagnosticJustice-perception / felt-fairness analysis + a psychological-safety pulse.
- 2
Don't Trust Your Gut
Fix how you hire — structured selection — and check your interview reliability before you trust a single score.
DiagnosticStructured-interview validity + interrater-reliability (κ / α / G-theory).
- 3
Why Everyone Hates Performance Management
Fix how you rate — estimate rating reliability and calibration before any rating-based decision.
DiagnosticRating-reliability / calibration analysis (G-theory) + OKR tracking.
- 4
The Two Tails
See the real shape: who your stars and your struggling tail are — and whether the tail is a people problem or a conditions one.
DiagnosticPerformance-distribution / star-identification (distribution-aware).
- 5
Pay Unfairly
Check pay fairness — wide dispersion is fine if the process is legible; measure felt fairness (this one's already built).
DiagnosticPay-fairness analysis (already built) + a felt-fairness panel.
- 6
Nudge… a Lot
Before you scale any change, run it as an experiment — value-of-information first.
DiagnosticExperiment / nudge analysis (EVPI/EVSI + confidence intervals).
Run the six in order and you've executed the heart of Work Rules! with measurement behind every move — not a reading, a program.