If you’ve ever wondered why some organisational change efforts take off while others stall, the recent session on the Organisational Culture stage at the recent Employee Engagement Summit, had the answer. “The Science of Action” wasn’t just another talk about data – it was a wake-up call to move beyond measurement and into meaningful, evidence-based action. Led by Dr Brian Slattery, CEO of Wrky and a former tenured lecturer in psychological science at Dublin City University, the session unpacked the psychology behind taking real, timely action that builds trust, drives engagement, and sustains cultural transformation.
Brian set the tone by describing the power of genuine conversation. Using a refreshingly simple metaphor – saying “hello” and getting no reply – he illustrated how delayed or absent feedback creates what he called the “feedback cliff.” When organisations collect data but fail to respond in time, employees lose trust, and engagement efforts can quickly fall flat.
That’s where the science comes in. Drawing from his clinical experience and behavioural research, Brian explained how meaningful engagement must be grounded in validated measures, not vague surveys. He urged leaders to think like scientists – distinguishing between tools that merely collect opinions and those that generate actionable insights. His message was unmistakable: if organisations want impact, they must plan their responses before they ask their questions.
He then introduced two frameworks to help leaders bridge the gap between insight and action. For strategic, organisation-wide initiatives, Brian pointed to PICO – Participants, Intervention, Comparison, Outcome – a research-based method for designing measurable, evidence-driven change. For manager-level or local interventions, he introduced APEASE – a practical checklist built around Affordability, Practicability, Effectiveness, Acceptability, Side-effects, and Equity. Each framework serves as a compass, ensuring every action is realistic, ethical, and grounded in data that matters.
But this wasn’t just about frameworks – it was about people. Brian cautioned against relying solely on AI or algorithms that strip away human agency. Instead, he advocated for a more participatory approach: giving employees options, not mandates. In his view, engagement thrives where choice, trust, and timely action intersect.
As the session drew to a close, Brian challenged the audience to reimagine their listening strategies. Why wait for the annual survey when continuous conversation can drive real-time connection? By embedding structured listening systems informed by frameworks like PICO and APEASE, he reminded us, organisations can transform culture not through more data, but through smarter, faster, more human action.
If your team is ready to move from insight to impact – and you’d like to hear Brian explain these ideas in his own words – you can catch the full conversation on our podcast. It’s a must-listen for anyone serious about turning data into change that sticks.
To register your interest for the 2026 Engage Employee Summit click here: https://www.engageemployee.com/engage-employee-summit-registration