Most employees who resign in Q1 began detaching long before their resignation date. HR can help managers see the patterns and give them tools to intervene while it still matters.
Many workplace traditions often reflect the culture of the dominant group, without questioning whether that culture represents everyone at the table. What is presented as festive can unintentionally alienate. What is framed as inclusive may, in practice, be anything but.
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.
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.
Experts in domestic abuse response typically advise HR professionals to take their cue from victims when determining how best to help them. Domestic violence situations can be precarious, and providing help in the wrong way could endanger victims even more.
Think about a time when a casual comment in a meeting left you feeling dismissed. Or when a disagreement with a manager resurfaced every frustration you’ve ever had with them. Suddenly, it’s not just about that one issue; it’s about trust, respect, and whether you feel valued at work.
Many workplace tragedies have had a tremendous but disparate impact on the staff who survived the incident. Some would return to work, others took leaves of absence to process the event, some chose to leave their jobs, and still others would build on their experiences. Here's how you can navigate the unexpected.
So much is outside of our control, but the real power is in what we choose to manage within ourselves. That is where the Let Them Theory becomes one of the most important tools for surviving HR.
70% of meetings are getting in the way of real work. If we’re going to hit pause on our priorities to attend a meeting, it better be worth it. The data makes it clear: meetings need to count, not just fill the calendar.
Few things shape your professional experience more than your relationship with your CEO. Whether you’re an HR of 50 or 10,000 employees, the difference between thriving and burning out often comes down to one question: Does your CEO actually value HR?
