Most organizations do employee recognition — but many employees still don’t feel valued. Recognition isn’t broken — how we do it is. When appreciation feels generic, delayed, or disconnected from real effort, employees don’t feel valued. Recognition is more meaningful when it’s specific, timely, personal, and proportional. It’s not about doing more — it’s about doing it better.

It’s not uncommon for business owners and people leaders to feel frustrated when investing in employee programs. Whether the organization is small, growing, or well established, I hear the same concern over and over again:

“It’s a big cost, and I’m not seeing results for my bottom line.”

Don’t Stop Investing in Your Employees Just Because You’re Not Seeing Results. Here’s why…

So much of our job as managers is communicating what’s going right, what’s going wrong, and where we want to go. Providing effective feedback is a critical skill for managers not only in performance management, but in day-to-day life of a leader.

Here are the top three areas to prioritize and budget for in your 2026 HR plan, along with the benefits of tackling them early and the risks of putting them off.

Effective immediately, under the new employment standards regulations, employers cannot ask for a sick note for a worker’s first two health-related, short-term absences of five consecutive days or fewer in a calendar year. Read more here…

As managers, we are an essential element to helping our team remove barriers and solve problems.  We unite, realign, and carry our purpose and people forward. When there are issues on your team, these are 3 things I would look at first…