Designing Work That Actually Works
EnHRgy helps organizations build structures that learn, adapt, and sustain human energy — through co-created organization design.
Explore Offerings
Every engagement follows a living, iterative approach — never a one-time intervention. Whether you need a system diagnostic, a structural redesign, or ongoing calibration, each offering is co-created with the people closest to the work.
01 System Assessment — See the system clearly, through multiple lenses, together. We co-create a shared, evidence-based understanding of how work actually works today and what it must support tomorrow.
02 Structural Design — Turn insight into structure, deliberately and collaboratively. We translate assessment insights into a coherent work design that can be tested, refined, and built with confidence.
03 Ongoing Calibration — Tune the system, activate the design, and prevent drift. We embed the design into day-to-day work and build your capability to adjust as conditions change.
About
EnHRgy is an organization design practice founded by Megan Moody Heddon, built on over a decade of experience designing work at the systems level. The name reflects what we believe: that when organizations are well-designed, they create energy — not drain it.
We work at the intersection of organization design and the human experience of work. We believe that most workplace problems — burnout, disengagement, confusion, and turnover — aren't people problems. They're design problems. And design problems can be solved, together.
"Co-created work design builds a body of system designers who become action experts within their own teams."
The Work Design Process
A three-phase, iterative, co-created approach to building organizations that can learn, adapt, and improve continuously. Each phase builds on the last — and feeds back into the whole.
Phase 1: Assess
Understand the system before you change it. We map current state, surface tensions, and build a shared picture of what the work actually is — not what org charts say it should be.
Outputs: Work design diagnosis, system map, prioritized design opportunities
Phase 2: Build
Turn insight into structure. We co-design new roles, workflows, and team models with the people closest to the work, testing assumptions before locking anything in.
Outputs: Role design, team model, workflow redesign, operating model draft
Phase 3: Calibrate
Activate and tune the new design. We support implementation, gather feedback, and adjust as the system responds. This is where design becomes real.
Outputs: Implementation support, calibration check-ins, sustainability plan
Resources for People Teams
Treat the employee experience as a product — design it intentionally, test it with the people who use it, and improve it continuously. These resources help People teams build systems that are fair, sustainable, and actually work.
HR as a Product Framework
Apply product thinking to HR: define your users, map the experience, identify friction, and build toward outcomes — not just programs.
Workload & Capacity Diagnostics
Surface where work is unsustainable. Understand the structural reasons people are overloaded — and design your way out of them.
Role Design for Sustainability
Redesign roles so they're achievable, meaningful, and equitable — not just filled with tasks that accumulated over time.
Operating Model & Tool Alignment
Align how your team is organized with how work actually flows. Reduce handoffs, clarify ownership, and make sure your tools support the design.
Resources for Leaders
Leadership challenges are often structural problems in disguise. These resources help leaders understand the systems they're operating in — and redesign them intentionally.
Span & Layer Diagnostics
Understand whether your organizational layers are adding value or adding noise. Map decision rights, spans of control, and structural overhead.
Internal Mobility Architecture
Build systems that let people grow, move, and contribute across your organization — without losing institutional knowledge or creating talent hoarding.
Compensation Architecture
Design pay structures that are fair, transparent, and aligned with how work actually gets done — not just how jobs used to be defined.
Boundary & Expectation Design
Clarify who owns what, where decisions get made, and how teams interface. Reduce ambiguity, conflict, and invisible work.
Career Resources
Your career isn't just personal — it's shaped by the systems you work within. These resources help you navigate, grow, and make intentional choices about your work life.
Tradeoff Clarity
Understand what you're actually trading when you make career decisions — time, energy, growth, income, meaning — so your choices reflect what you actually value.
Energy Intelligence
Learn to read your own patterns: when you're energized, when you're depleted, and what structural factors are driving the difference. Design your work around your energy, not despite it.
Skills-Based Mobility
Map your transferable skills across roles, industries, and contexts. Understand what you already have, what's adjacent, and how to move intentionally in any direction.
System-Aware Job Evaluation
Learn to assess job opportunities through a systems lens — not just the role description, but the org structure, team dynamics, leadership style, and design of the work itself.