Understand first that your talent is leaving because your culture is horrible. Come to terms with it. Get really uncomfortable with it and then get comfortable with it and then fix it, right? Recognize that you’re going to have to do some work on your culture. You just can’t keep shoving people in like, “Oh, we’re going to just hire all these black people or these Latino people or these women. We’re just going to keep hiring and hiring, and that’ll fix it.” I feel like companies need to recognize that that’s a problem that they have and then work on it. Like I said, it’s like we’re looking at every little thing, and I feel like companies can look at every little thing. Like, “What is this here for? Why are we playing ping-pong? What is this serving? Who is this serving? Who is this for?” That sort of thing. Every single aspect of your culture. Look at it with a fine-tooth comb. It’s going to be painful, it’s going to suck! People are not going to like it. But look at every single aspect of your culture with a fine-tooth comb and figure out what is not inclusive. What would feel weird for somebody to participate in? Maybe that trip to the gun range, maybe not the best idea for a team off-site. You know, that sort of thing.
My goto tool so far for element level prototyping was Pixate, but Principle cut my prototyping time to a tenth. What would take me 45 minutes in Pixate, Principle could achieve in 5. The easier it is to prototype motion, the more likely you are to experiment with it. The sooner you can start experimenting with motion in your workflow, the more meaningful it’ll be.