Stronger relationships. A more connected workplace.
Kindred for Work puts six colleagues together for four weeks with a simple goal: to build genuine relationships across the organisation.
6 colleagues
4 weeks
1 circle
Six colleagues
Four weeks
Real relationships
Six people · Four weeks · One deliberate circle
Organisational reality
Teams, functions and locations naturally create boundaries. Yet organisations also depend on a second, less visible structure: the relationships through which people know, trust and help one another.
Every company has an organisational chart. Kindred builds the human network underneath it.
Aoife
Risk
Daniel
Technology
Priya
Marketing
Seán
Operations
Lena
Finance
Tom
People
One circle. Six colleagues. Six functions that would rarely meet.
Kindred is a four-week experience, not another permanent employee social network. Once the circle has formed, Kindred gets out of the way.
Choose the colleagues who will take part in the programme.
Build circles across function, location and tenure, with useful common ground.
One progressive prompt each week, answered asynchronously in text or voice.
After four weeks, the circle decides how it wants to stay connected.
Familiarity grows through a manageable rhythm. One thoughtful prompt each week gives colleagues a reason to move beyond job titles without turning the experience into training or therapy.
Aoife
Risk
Daniel
Technology
Priya
Marketing
Seán
Operations
Lena
Finance
Tom
People
What is something your colleagues might not guess about the work you do?
Programmes
1 + 5
one new starter · five familiar faces
Give every new employee five familiar faces outside their immediate team.
Each circle aims to bring two new starters together with four established colleagues, creating useful connections across the wider organisation from the beginning.
Help existing employees build relationships with colleagues they would never normally get to know.
Circles deliberately cross functions, locations and tenure. Shared interests provide common ground, but useful organisational diversity comes first.
Circle composition
Aoife
Risk
Daniel
Technology
Priya
Marketing
Seán
Operations
Lena
Finance
Tom
People
Measurement + privacy
Employers see programme-level aggregate outcomes across three measurement points. They never see private circle responses, voice notes, reactions or attributable survey answers.
Privacy is part of the product.
Results are withheld when too few people have responded to report them safely.
Example reporting view
Programme-level aggregates only. Small response groups are withheld.
Baseline
—
Before Week 1
Immediate post
—
Awaiting responses
30-day follow-up
—
Awaiting responses
A participant reaches the threshold only when all three conditions are true.
A controlled, low-risk way for an organisation to test whether the relationship-formation mechanism works before considering a broader rollout. One cohort, measured from the outset.
60
employees
One cohort, drawn from across the organisation
10
circles
Each one deliberately mixed
6
people per circle
The same six, week after week
4
weeks
A guided beginning and a clear end
The question we’re testing
Can Kindred create meaningful cross-organisational relationships that would not otherwise have existed?
This is the hypothesis the pilot is designed to test. It is not a result, a quotation or a claim about what has already happened.
The four weeks
Week 1
Colleagues meet their circle and share a first prompt.
Week 2
A prompt about the work itself, answered in text or voice.
Week 3
Shared experience outside immediate teams.
Week 4
The circle decides how it wants to stay connected.
Evaluation journey
Baseline
Four-week programme
Immediate post
30-day follow-up
Outcomes are reported against the Relationship Formation Threshold, a participant-level measure. A participant counts only when all three are true: they met someone they would not otherwise have known, they are comfortable contacting at least one circle member directly, and they intend to stay in contact.
Six creates several possible relationships while remaining small enough for everybody to know who is in the circle and take part. It is a design choice, not a claim of scientific optimality.
Four weeks creates a finite rhythm without asking employees to adopt another permanent platform. The intention is for relationships to continue without Kindred.
The Kindred 60 is a contained way to test whether meaningful new relationships form across your organisation — before considering anything wider.
