Fix Work, Not People | Burnout, Job Design & What Good Work Actually Looks Like ft. Dr. Kat Page

Your organization has a wellbeing program. Maybe a meditation app, some mental health days, a resilience workshop or a Friday yoga session nobody attends because everyone is still in back-to-back meetings. And your people are still burning out. Here's the question most leaders never ask: what if the problem was never your people? What if it was always the work itself, how it's structured, how it's led, how it distributes autonomy, meaning, and control? What if every wellbeing program you've ever launched was treating symptoms while the system kept producing the damage? Dr. Kat Page has spent two decades studying exactly this. She's an organizational psychologist, leadership partner at Pymany, and the author of Good Work: Transform Your Work from the Inside Out. In this episode, Kat and host Ivan Palomino challenge the entire premise of corporate wellbeing — and make the case for something more radical: fixing the design of work itself. What you'll learn in this episode: The evidence has been building for over a hundred years in the work design literature, but it stays locked inside academia. The core finding: a poorly designed job is worse for your mental health than unemployment. When high demands combine with a lack of control, what researchers call job strain, you more than double the risk of depression. This isn't a motivation problem or a resilience problem. It's a design problem. Kat unpacks why the resilience myth is so persistent and why telling people to be stronger is, in her words, almost offensive to your best people. She introduces the concept of moral injury at work: the specific damage done when people can't fulfill their purpose because of broken internal systems. This isn't about long hours. It's about being unable to actually help the people you're there to help. The conversation also goes deep on what a "good work" leader actually does differently — not in theory, but behavior by behavior. What questions they ask, what they stop adding to the system, how they protect focus and recovery time, and why removing friction matters more than any motivation program. Ivan brings his own story — 20 years of corporate habits that followed him into entrepreneurship, the fear underneath the perfect PowerPoint, and the slow realization that we often collude with the systems we're trying to fight. Key topics covered: — Why a poorly designed job is worse for mental health than being unemployed — The resilience myth: what your best people are actually being resilient to — Moral injury at work and why it burns people out without long hours — Is the corporate wellness industry giving organizations permission to avoid real change? — The 4-level maturity model: why you can't skip straight to fixing the system — What if performance was measured by energy, not hours? — The Microsoft data: people interrupted every 2 minutes and what it really costs — What a "good work" leader actually does, day by day — The corporate detox: how to unlearn 20 years of broken habits — Why we are often colluding with the system we're trying to fight About Dr. Kat Page: Dr. Kat Page is an organizational psychologist and leadership partner at Bymany. She has worked with leaders across industries — from healthcare systems in Melbourne to global organizations in Sydney — helping them build workplaces that are genuinely good for people. She is the author of Good Work: Transform Your Work from the Inside Out, available on Amazon and major retailers. Connect with Kat Page: LinkedIn: https://www.linkedin.com/in/dr-kat-page-2366514/  Dr. Kat Page Instagram & Substack Website: drkatpage.com | bymany.com.au About Growth Hacking Culture: The Growth Hacking Culture Podcast explores the human side of high performance — the mindset, habits, and systems behind founders and leaders who build at the highest level without burning out. Hosted by Ivan Palomino. 📘 Ivan Palomino's new book (French version) is now available: Périmé?: La science de rester indispensable quand le marché préfère le neuf