Discover the people issues that quietly impact performance, retention, and results.

Think about how much of your life is spent at work. For most of us, it’s the majority of our waking hours. In many cases, we spend more time at work than we do with our families. So, what’s the point? We spend a large portion of our lives preparing for work and doing it. That’s why how you show up at work matters so much. It is one of the most important places where we reveal our character and faith. You don’t need to wear a cross or keep a Bible on your desk to show your fai

Discover how team development can help strengthen your team, more than team building.

Over time, gossip damages trust, morale, and culture more than many organizations realize. There are ways you can reduce gossip and encourage direct, respectful communication. Learn more about the hidden cost of gossip—and what leaders and employees can do

Stress is not always bad. In fact, some stress is necessary. Healthy stress can motivate us, help us focus, push us to grow, and even improve performance in short bursts. But when stress becomes constant, overwhelming, or feels impossible to escape, it can turn into something much more harmful and impact physical health, mental health, and more. And unfortunately, many employees are operating under that kind of pressure every day. According to the American Psychological Assoc

Mental health support at work is essential in today's world. Employees aren't just workers. They're whole people and so many are struggling.

Here’s why that matters—and what to do about it More than a third of employees say they don’t feel comfortable sharing feedback at work. Let that sink in for a minute. That means in many organizations, a significant portion of your workforce is holding back—not sharing concerns, offering ideas, or telling you what’s really going on. But when employees don’t speak up, the problem doesn’t go away. It just gets more expensive, more complicated, and harder to fix. What’s Really

The U.S. has seen one of the biggest surges in layoffs in the last decade. While reducing headcount is sometimes necessary, I’m seeing too many organizations go there too quickly, before fully exploring other options. I’m also seeing something else. Layoffs handled by email. Quick virtual meetings. Little thought to the ripple effect. A friend of mine had their entire department eliminated in a Zoom meeting. It was explained that the work was being outsourced. After the mes

This post shares information around tolerating small things that can result in disengagement, frustration, and even turnover over time.

This post shares why accountability breaks down in growing organizations, and what leaders can do about it.

What is job hugging? Learn why employees are staying in their jobs in 2026, the impact on engagement, and what leaders should do about it.

Employee engagement is critical to organizational success. This post provides guidance on how to improve it in your organization.

Discover the real reason you're losing your best employees and what you can do about it.

This article helps readers to know how high-performing teams create clarity and accountability.

Discover why your managers avoid accountability and how to address this.

This article provides guidance around when growing companies need HR support.

When a top performer leaves, most companies focus on the cost of replacing them. But the real damage usually shows up somewhere else — in morale, workload, client relationships, and team momentum. In this article, I break down the real cost of losing great employees and some of the early signs someone may be getting ready to walk out the door.

Every organization says some version of this: “We just have too much drama.” This probably looks like: Water cooler conversations Frustration bubbling under the surface People venting about one another The meeting after the meeting Avoided conversations Escalations that shouldn’t have been escalations Gossip And almost every time, someone attributes it to a personality problem. But here’s what I’ve learned after 30+ years in HR and organizational development: Drama is rarely

This post shares the distinction between being kind and being nice. And that clarity is the kind approach.

Business leaders sometimes roll their eyes at the word belonging . I get it. It sounds soft, emotional, and hard to measure. When employees do not feel like they belong, they disengage. They protect themselves, stop raising ideas, and stop going the extra mile. And eventually, they leave. Research consistently shows that employees who feel a strong sense of belonging are 50% less likely to leave. Highly engaged teams also greatly outperform peers in productivity and profitabi