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.

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.

When most people hear the word compliance, they picture rules, restrictions, and red tape. Words like policy, procedure, and investigation don’t exactly spark feelings of creativity, collaboration, or fun. It’s no wonder leaders often worry that a focus on compliance will take away from their culture. But here’s the truth…

September is a natural transition in the business world, including employees coming and going from our company and schedules shifting to meet family needs. As with any transition in life, there can be some turbulence and I want to take this time to share some tips on how to prepare for potential bumps in the road and make sure there is smooth sailing as you settle into the last few months of the year.

It can be tough to know where to focus your energy, time, and money… you can't do EVERYTHING (even though we may try.)  That's why it's important to focus on the areas that bring the most value and impact to your team. Here are the top 5 mistakes businesses make and how to avoid them…

A well developed handbook isn't just a document. It's a reflection of your values in action. And when done right, you and your team will feel aligned with the words on the paper -- helping your people feel safer and supported.