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

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.

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

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

Today’s workforce is very clear about one thing: They want to grow. Whether that means building new skills, earning more responsibility, moving into leadership, or simply getting better at what they do. People want to feel like their time in your organization is an investment in their future. This is where the Growth & Career Development category of the Employee Experience Blueprint comes in. 🧭What Growth & Career Development Means in the Employee Experience Growth isn’t o

This post shares why clarity and alignment are so important as part of the employee experience.

Most organizations say their people are their greatest asset, but few can confidently say they’ve built an employee experience that helps those people perform, grow, and stay. That’s because employee experience isn’t just about perks, engagement surveys, or the annual offsite. It’s the sum of every moment an employee has with your organization , from hire to retire. But building that kind of experience can feel overwhelming, especially for small HR departments or leaders jugg

Every year, like clockwork, January becomes new job season . People reflect over the holidays… reevaluate their careers… and decide whether they want to stay or make a fresh start. Even though the job market has shifted, you STILL want to keep your best talent and ensure that they are engaged and productive. And here’s the part most leaders don’t realize: 👉 Employees don’t decide to leave in January. They decide in November and December — and act in January. The good news is

Giving constructive feedback can be tricky. Even when your intentions are good, the conversation can quickly go sideways. That’s why it helps to have a plan. A structure. Something that keeps the discussion focused on solutions rather than emotions. One of my favorite tools for this is the BEAN Model . It’s simple, practical, and helps you prepare for a successful feedback conversation The BEAN Model for Constructive Feedback Here’s how it works: B – Describe the Behavior Be

It may be cliché, but I always think of November as the season of gratitude. This week, I’m focusing on how gratitude isn’t just a nice-to-have sentiment but a key ingredient in boosting employee retention and engagement. William James said, “ The deepest principle in human nature is the craving to be appreciated. ” I believe this to be true. People won’t stay with your organization or bring their best if they don’t feel valued and appreciated. The Reality According to Quan

Retaining and engaging talent continues to be a top pain point for most organizations. One of the best ways to address it is by listening...

Have you ever made a bad hire? If so, you know it can drain time, energy, and morale from your team. And it's also quite expensive!...

If I had to name just one factor that makes or breaks employee retention and engagement, it would be this: a good manager. Consider the...

Imagine spending months recruiting your dream candidate, only to have them leave within six months. That’s what happens when onboarding...

We’ve all heard the phrase: “People don’t leave jobs; they leave bad cultures.” But what does that really mean? And how do you know if...

Employee engagement is a connection between people and their work where they’re motivated to go above and beyond, not because they have...

Work culture is the collective sum of what people think, say, and do in your organization. A strong culture isn’t just a nice-to-have;...