DoGood Agency

If you're pushing for a full office return in 2025, you're missing a critical shift in the workplace. Amazon is requirring their workers to report back to office for 5 days a week in 2025. Here's what they have to lose:  🔴 Difficulty Recruiting Top Talent In today’s remote-first job market, expect higher salary negotiations, relocation bonuses, and raise requests when employees are asked to return to an office. Remote work is no longer a perk—it's a competitive advantage. 📉 Decreased Productivity Studies show that organizational changes often come with an initial dip in performance, and 70% of change initiatives fail. Forcing employees to re-adapt to in-office routines could create a resistance phase that’s hard to overcome. 🤝 Weakened Trust in Leadership Mandating a full-time return to the office sends a clear message: leadership doesn’t trust you unless they see you. This can severely damage employee morale and reduce the trust needed for effective collaboration. As founders, we need to ask: Is this what’s best for our teams, or are we risking long-term disengagement and burnout for the sake of outdated norms? Are you prepared for the consequences of going back to "business as usual" in the remote era? Let’s rethink what leadership looks like in 2025. Read More: https://lnkd.in/gRUSGCDt #RemoteWork #StartupCulture #Leadership #EntrepreneurMindset #DoGoodAgency

If you're a founder, this statistic should SHOCK you: 69% of remote workers still experience burnout. It’s easy to assume that remote work = flexibility = no burnout. But the reality is, burnout is driven by poor communication, unclear expectations, and lack of support—NOT just where people work. So ask yourself: Are you prioritizing well-being, or just productivity? Do your team members feel safe setting boundaries? Are you checking in on their workload, or just deadlines? Leadership in a remote world is about more than flexibility—it’s about preventing burnout by creating a culture where mental health is non-negotiable.  #RemoteWork #StartupCulture #Leadership #EntrepreneurMindset #DoGoodAgency

Let’s face it—many founders are overlooking a crucial part of remote work: CULTURE 🌎 DoGood founder, Seb Wichmann, dives into why building a remote team isn’t just about hiring top talent or using the right tools. It’s about leading with intention and creating a culture that thrives, even when everyone’s miles apart. Are you truly fostering connection and productivity, or are you just checking the "remote work" box? 🤔 Read the article to find out what’s missing in your remote team culture and how you can fix it before 2025 at https://lnkd.in/gY9RR8uj #RemoteWork #StartupCulture #Leadership #EntrepreneurMindset #DoGoodAgency

Are you leading a team of "Quiet Vacationers"? Here’s a trend that might make you uncomfortable: Quiet Vacationing. It’s when employees take mini-vacations during work hours, seamlessly blending leisure with productivity so it looks like they’re fully engaged—but are they really? Before you point fingers, let’s ask the hard question: what kind of culture are you creating that’s leading to this behavior? Quiet vacationing doesn’t come from laziness—it stems from burnout, distrust, and blurred boundaries in remote work. If your team feels the need to sneak breaks rather than openly taking time to recharge, that’s a red flag about leadership and culture. Ask yourself: 🔹 Are your expectations forcing your team to always be “on,” even when they need a break? 🔹 Have you created a safe space for employees to communicate their workload concerns? 🔹 Are you leading by example, or do you respond to vacation requests with skepticism or guilt-tripping? When employees don’t feel safe taking time off, they’ll find ways to reclaim their energy quietly—and you’ll lose the transparency and trust your team needs to thrive. Here’s the challenge: 👉 Normalize REAL breaks and set clear boundaries for work and rest. 👉 Foster a culture where mental health is prioritized, not punished. 👉 Reflect on your leadership habits—are you empowering your team or micromanaging them into quiet rebellion? What’s your take on Quiet Vacationing? Is it a symptom of the hustle culture we’ve created, or a signal that change is overdue?  #RemoteWork #StartupCulture #Leadership #EntrepreneurMindset #DoGoodAgency

What if your team could learn and grow every day—without stepping out of their workflow? With Skill Boost, we embed bite-sized learning into your team’s everyday communication tools, turning small moments into big progress. It’s seamless, effective, and tailored for modern workplaces. 📈 Elevate skills, spark growth, and empower your people—all with the tools you already use. 👉 Curious? Learn more here: https://lnkd.in/g_DTXbS8

At DoGood, we believe businesses can be more than just profit-makers—they can be forces for good. Our mission? To help companies like yours make a lasting impact, transforming your brand into one that resonates deeply with people and becomes a household name. 💡✨ Ready to take your business to the next level? Let’s make an impact together. Visit dogoodagency.co to learn more. 🚀 #DoGoodAgency #Leadership #StartUps

Giving feedback is NOT enough. If you’re doing it wrong, you could be setting your team back. Here’s the hard truth: feedback done poorly doesn’t just fail—it backfires. It demoralizes your team, creates resentment, and stifles growth. 🚫 What to Avoid: Too vague: “Be better” isn’t actionable. Emotionally charged: Frustration feels like blame. No follow-up: Feedback without action is just noise. ✅ Do it Right: Be clear, constructive, and timely. What’s your biggest feedback challenge? Let’s talk! 👇

If you’re a founder treating feedback as just another box to tick, you’re failing your team—and ultimately, your business. Creating a real feedback culture doesn’t happen by accident. It takes trust, consistency, and a commitment to growth. 🌟 Here’s how to get it right: ✅ Build Safe Spaces → Trust is the foundation of honesty. ✅ Make Feedback a Habit → Don’t wait for problems; make it routine. ✅ Be Specific → Clear insights drive real change. ✅ Keep It Two-Way → Great leaders seek feedback too. ✅ Equip Your Team → Training makes feedback constructive, not critical. Let’s move past the idea of feedback as criticism and turn it into a powerful tool for team alignment and innovation. 💡

Is your feedback culture quietly sabotaging your team’s growth? In his latest article, our founder breaks down simple yet powerful ways to create a feedback culture that builds trust, boosts innovation, and strengthens alignment. This isn’t just about collecting input—it’s about unlocking your team’s full potential. Dive into the article now and learn how to make feedback work for you!

How many times have you asked for feedback and then never acted on it? Feedback drives growth, but let’s be honest—many of us are missing the mark. So, we want to hear from you: what’s the biggest challenge you face with feedback? Take a second to reflect and let us know: 1️⃣ Employees don’t speak up. 2️⃣ Feedback isn’t actionable. 3️⃣ It’s too critical and not constructive. 4️⃣ We don’t follow up. Vote now and share your thoughts—let’s figure out how to do better together! 👇