Work. Shouldn’t. Suck. promotes people-centric organizational design for thriving workplaces. And these days, workplaces are increasingly going fully virtual, often in the span of days or weeks. How do we make sure that the transition sucks as little as possible?

The question that I’m increasingly asked nowadays (and something the team at Fractured Atlas who helped manage our own transition have been discussing) is: now that we’re an entirely virtual organization, having evolved into it over 4-5 years, what if we had to do again, overnight?

by Nicola Carpenter, Associate Director, People Operations at Fractured Atlas This is part of a series. If you read part one, two, or three, skip the intro and head straight to the interview. At Fractured Atlas, we really love sharing many of the inner workings around how our organization works. By sharing the things that work (or don’t) for us, we hope to help out in making the sector, as a whole, stronger. A few years ago, we shared our How We Work site so that anyone could see how we work at Fractured Atlas. We’ve also shared how our use of OKRs increases transparency, alignment, and accountability (that post even included a free template). We’ve shared updates on our Anti-Racism, Anti-Oppression journey, why we have race-based caucusing, and so many other things.

by Nicola Carpenter, Associate Director, People Operations at Fractured Atlas This is part of a series. If you read part one or part two, skip the intro and head straight to the interview. At Fractured Atlas, we really love sharing many of the inner workings around how our organization works. By sharing the things that work (or don’t) for us, we hope to help out in making the sector, as a whole, stronger. A few years ago, we shared our How We Work site so that anyone could see how we work at Fractured Atlas. We’ve also shared how our use of OKRs increases transparency, alignment, and accountability (that post even included a free template). We’ve shared updates on our Anti-Racism, Anti-Oppression journey, why we have race-based caucusing, and so many other things.

by Nicola Carpenter, Associate Director, People Operations at Fractured Atlas This is part two of a series. If you read part one, skip the intro and head straight to the interview.

by Nicola Carpenter, Associate Director, People Operations at Fractured Atlas At Fractured Atlas, we really love sharing many of the inner workings around how our organization works. By sharing the things that work (or don’t) for us, we hope to help out in making the sector, as a whole, stronger. A few years ago, we shared our How We Work site so that anyone could see how we work at Fractured Atlas. We’ve also shared how our use of OKRs increases transparency, alignment, and accountability (that post even included a free template). We’ve shared updates on our Anti-Racism, Anti-Oppression journey, why we have race-based caucusing, and so many other things.