Our People & Culture

At Reconnected, we embrace the essence of being a Deliberately Developmental Organisation
(DDO). Our policies align with our commitment to personal and professional development.

Some of our key policies are below:

• Working from Home – We value human interaction, for our environment to work we need to be present physical, build social capital. At Reconnected we have adopted a flexible approach to work. Our human approach recognises that all employees are different and as such everyone has different needs and different preferred ways of working. Broadly speaking, we work to the 3 days in, 2 days from home rule. All we ask is that you are clear on what you need to succeed, you manage your client’s needs and that of your team around you and in turn, we will do the same. There will be common days in the office in our physical work space and others whereby you are free to work from home or wherever you desire.


  
  
• Parental Leave – Being a human focused culture means that we recognise and appreciate family. We know that having a baby is one of the most exciting times of your life and you need time to prepare and manage this incredible time. To this end we have developed a gender neutral policy whereby the primary carer can take up to 20 weeks leave and the secondary carer 5 weeks. This is in addition to your government entitlements.
  
  
• Reconnected Day – Every year ahead of key performance reviews and planning sessions, we will give you access to a Reconnected Day, a day where you can reflect, assess and reconnect with your own goals and development.
  
  
• Coaching + Development – We are all about creating a culture of continuous feedback at Reconnected. You will always know where you stand with us and we expect the same from you. We want to invest in you and ensure professionally, we build your brand while you are with us. We want all Reconnected employees to complete the courses assigned during their tenure here. This will make us better marketers and help us solve our clients problems.
  
  

Dive deeper into all of our People Policies here.

After leaving a variety of environments that felt counter intuitively wrong to our founders, they set off to find a different way. 

The intent was to develop a people program that led the business as a foundational pillar, not a compliance after thought. 

Academically, we synced with Robert Kegan and Lisa Lahey’s developmental psychology research and their paradigm shifting playbook of deliberately developmental organisations (DDO). 

Every DDO in the world is unique in practice, but have some key consistent threads. A disproportionate focus and always-on focus on developmental feedback, a culture built to create safety and remove ego and rituals that moment-to-moment continually keep these front of mind. 

We call them Home (Environment & Culture),  Groove (Our daily rituals) and Edge (Our developmental Areas). 

We have dozens of applications of these but some of the stand-out practices include weekly 1:1 coaching sessions reflecting on edges, 6-monthly workshops on unlocking deep seeded resistance to change and consistently reinforcing the daily moments our edges will be tested with our team mates.  

You’re at your desk early, keen to tackle the day. A quick glance at monday.com sets your priorities straight, then you’re off to Vacation for your essential, albeit pricey, morning coffee. Back at your desk, you align your to-do list with your personal growth ‘edges’ before the team gathers.

At the morning kick-off, Nici reminds everyone of the week’s focus areas—those ‘edges’ we’re all working on. Today, you’ve flagged a meeting that’ll challenge you, and you give Gio a heads-up; it’s about pushing your understanding of creative commitment in marketing, and you’re geared up for it.

The day shifts into high gear, bouncing between Slack, monday.com, and steering clear of the email black hole. You spend the morning deep in marketing theory, breaking down creative commitment, piecing together how this concept will sharpen the client solution you’re advocating for.

Post-client meeting, feedback comes quick and honest. You take it on the chin, then with the same candor, you nudge a teammate about their ‘edge’. It’s all in the spirit of growth.

Later, in a brainstorming session, the team’s vibe makes it easy to keep egos in check. Ideas bounce around the room; everyone’s heard, and when someone gets off-track, it’s cool to realign.

The day wraps, and you head out, already plotting tomorrow’s angle on your ‘edges’, ready to mix theory with practice for even better client outcomes.