Elizabeth Tancreti, SHRM-CP

"Dear Ellie" is an advice column from someone "who’s been there, and done that". Navigating tough workplace dynamics? Feeling like your company’s not aligned with your values? Exhausted, overwhelmed, and in need of a fresh perspective? Ask a seasoned HR pro, Ellie.

For most organizations, onboarding is a missed opportunity. We treat it like a frantic sprint through compliance paperwork and IT setups, leaving our newest team members feeling more processed than welcomed. When we treat onboarding as a checklist, we are not just creating a forgettable experience; we are actively contributing to early turnover.

Over the years, I’ve learned something powerful: a lack of budget isn’t a roadblock; it’s a creative constraint. It forces us to get back to what truly matters. It pushes us to build programs that are more authentic, human-centered, and impactful than any expensive, top-down initiative ever could be.

Resilient startups navigate challenges and thrive with employees who wouldn’t dream of leaving. Their success is almost always anchored by a strong, intentionally built culture.

Remote work changed everything. The watercooler moments are gone, but connection doesn’t have to be. Here’s how HR can rebuild culture, trust, and team spirit—no matter where people work.

When organizations invest in their ERGs and executive leaders recognize and support their work, they make a solid investment in the well-being of their workforce, and, ultimately, the performance of their organization.

What’s far more impactful is investing in the everyday interactions your employees have with each other and with their managers. Build your culture around psychological safety.

Companies with neuro-inclusive teams are not just doing the right thing—they're gaining a powerful competitive edge.