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There is a particular kind of productivity drift that shows up during restructures, and it usually has very little to do with capability. It comes from uncertainty. Waiting for the announcement. Waiting for the meeting invite. Waiting to hear whether your role, your team or your workload is about to change. From the outside, people can still look functional enough. They attend meetings, they answer emails, and they keep trying to maintain output. But underneath, attention s

I’m Melissa. I’ve spent most of my career leading capability and performance uplift in large, fast-moving environments. Retail. Consumer sectors. Commercial environments where teams are expected to move quickly, adapt constantly and still deliver consistently under pressure. The thing I pay closest attention to is the space between expectation and behaviour. Because most organisations already know what good performance looks like. The issue is rarely:“We don’t know what we wa

Workload Rebellion began because of an argument. At the time, I was working deeply in organisational design, workforce capability and performance conversations across business, education and leadership environments. Over and over, I kept running into the same pushback within business. Pause was interpreted as disengagement. Introversion, calls for flex hours - even a creative process outside of innovation-specific roles… all were considered distraction from real work. And if

Most workplaces are making the same assumption: that neurodiversity is a people issue. A matter of supporting a subset of employees who experience the world a little differently and need some adjustments to manage. The assumption is worth examining. Because what neurodivergent people's experience is really doing, is giving us diagnostic information about what modern workplaces are doing to all of us. Modern workplaces are asking too much of all human brains. We are navigatin