The Latest includes a brief update on federal and state level news.

We keep trying to help managers through workshops, coaching, and competency models. But this isn’t a skill problem, it’s a design problem. Managers fail because our infrastructure fails them.

Small- and medium-sized businesses need to evolve their talent strategies to reflect a changing labor market. That shift starts with thinking not just about how we attract people but about how we help them advance. Investing in people and encouraging them to take advantage of development opportunities and career advancement paths will help them find purpose in their lives and prepare them — and our enterprises — for the changes the future will bring.

Gratitude is instrumental in effective communication, personal wellness, healthy work/life balance, solving conflict, and encouraging team connection. Learn how you can infuse it in your culture.

The Latest includes a brief update on federal and state level news.

Quiet cracking doesn’t happen overnight. People aren’t necessarily unhappy. They’re just done pretending to be inspired. They’re clocking in, meeting deadlines, answering emails, but the light’s gone out behind their eyes. And the scariest part? They’re not saying a word about it.

Annual reviews feel outdated because they are. They delay feedback instead of driving it and feel more like paperwork than performance management. Performance management should not be a formality scheduled once a year and ignored the rest of the time. In modern organizations, it must be agile, responsive, and aligned with how teams actually work.

The Latest includes a brief update on federal and state level news.

Today’s workplaces need to be resilient and innovative, which means leaders must help create environments where everyone feels included. Read Dr. Riza Kadilar advice on practical ways to reduce unconscious bias and strengthen inclusion.