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.

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.

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

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

Setting clear expectation is foundational to a sound performance management process. Learn how here!

This post is about performance management, why and how it is broken, and how to fix it.

Performance and accountability are critical elements to a positive employee experience.

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

Core values should be one of the most powerful tools a company has. They’re the beliefs and behaviors that guide how you hire, lead, make decisions, and hold people accountable. In a healthy culture, values act as a compass, shaping everything from strategy to everyday interactions. But here’s the honest truth: Most organizations either don’t have core values… or they aren’t using them. As an HR Consultant, I often walk into companies where the values are framed on a wall, bu

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