For years, the show Extreme Home Makeover captured viewers with its dramatic transformations—taking ordinary houses and, in just seven days, turning them into something extraordinary. The joy came not just from the visuals, but from the idea that everything familiar could be rebuilt into something better. In many ways, this kind of thinking is now being applied in the workplace. From policies to culture to communication, forward-thinking companies are reevaluating the way they operate—and discovering that reinvention doesn’t have to be disruptive, it can be energizing.
The start of a new year is often the perfect moment to zoom out and assess what’s become routine. Whether at the department level or across the entire organization, small shifts can lead to massive impact. Sometimes, the way things are done isn’t because they’re the best way—but simply because they haven’t been questioned. The phrase “if it’s not broken, don’t fix it” may have merit, but it can also block innovation. Remember, using a car key worked just fine—until someone thought to invent keyless entry. Even when systems are functioning, there’s always room for smarter, faster, more meaningful improvements.
Life is Good: Cutting Through the Noise
At Life is Good, the apparel brand founded by brothers Bert and John Jacobs, communication overload was draining time and energy. The solution? Eliminate internal email. Instead, they rely on direct phone calls for urgent matters, and a twice-monthly digest from their team to surface the most important updates. The result was less digital noise, more focused decision-making, and better boundaries. When calling someone requires more intentionality than hitting “reply all,” teams naturally prioritize what matters most.
TED: Shutting Down to Power Up
TED, the organization behind the popular talks, shuts down operations completely for a two-week summer break. Instead of juggling staggered vacations and fragmented availability, the entire team disconnects at the same time. The benefit? A sharp boost in productivity before and after the break, and a clear message: rest is not only allowed, it’s expected. When everyone unplugs together, no one returns to an overflowing inbox or missed opportunities.
Netflix: Freedom Paired with Accountability
Netflix CEO Reed Hastings is known for his minimalist approach to decision-making. Instead of bottlenecking approvals, he empowers leaders across the company to own major initiatives. Even high-stakes projects like House of Cards received a quick green light because the groundwork had already been laid by trusted teams. The secret isn’t just freedom—it’s the responsibility that comes with it. Hastings believes mistakes are a small price to pay for innovation, and the payoff is a culture of agility and big ideas.
ThinkPARALLAX: Pay to Push Boundaries
At ThinkPARALLAX, a creative agency based in Southern California, employees are given $1,500 to travel—on one condition: the destination must be unfamiliar and outside their comfort zone. The trip has to happen within the final four months of the year, creating a shared cultural rhythm and urgency. While the concept promotes personal growth, it also has a workplace impact: team members learn to rely on each other, cover for one another, and return recharged with fresh perspective.
Fitbit: Movement That Matters
Wellness doesn’t just live in theory. Fitbit has helped dozens of Fortune 500 companies reduce healthcare costs and improve morale by gamifying physical activity. One example: BP’s million-step challenge, which rewarded employees who hit the goal with access to more affordable health plans. But incentives don’t have to be expensive. Small gestures like jeans days, catered lunches, or $5 gift cards can go a long way in reinforcing healthy habits and boosting team morale.
Your Office, Reimagined
You don’t need a demolition crew or a seven-day deadline to reinvent the employee experience. Whether it’s eliminating pointless meetings, revamping communication norms, launching wellness challenges, or crowd-sourcing ideas for improvement—positive change can start anywhere. Ask your team what would make work more effective, fulfilling, or fun. You might uncover low-cost, high-impact ideas that energize the culture and improve outcomes. Great leaders don’t just manage; they design. You could be sitting on a team of brilliant architects ready to help build what’s next.
