“Turnover is too high. We need to increase pay.” “Employees aren't accountable. We need accountability training.” “Our teams aren't working well together. We need team building.” Maybe. But maybe not. One of the most common mistakes organizations make when dealing with people challenges is moving too quickly from problem to solution. I see this all the time in my consulting work. The problem that is initially presented is rarely the real problem. Leaders often see a symptom,

One of the most uncomfortable things I hear from a manager is: “They’re going to be completely shocked when we let them go.” If that’s true, there’s a good chance something has gone wrong long before the termination meeting. 1. The manager has been talking about the employee instead of talking to the employee. Everyone in leadership knows there’s a problem. The employee doesn’t. Managers often avoid difficult conversations because they don’t want conflict, hope the situation

This post is about the importance on consistency in avoiding legal risk and in building workplace culture.

This post provides 8 signs to look for in a potential future leader.

Have you ever had to lead—or simply work alongside—someone who was never happy, stirred up drama, and seemed to drain the energy from everyone around them? Most leaders can identify that employee. The harder part is knowing what to do about it. One difficult employee can have a big impact on morale, productivity, trust, and even retention. Recently, I've been helping several clients work through situations like this, so I thought I'd share a few strategies that can help. 7 Ti

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

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.

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.