Free snacks. A ping pong table. A "fun" messaging channel. When people talk about workplace culture, these are often the first things that come to mind. But if you're a manager trying to build a team that actually performs — and stays — those perks aren't the point.

Workplace complaints and investigations are often talked about in terms of process, risk, and compliance—but what doesn’t get talked about enough is the human side of it all. Here’s what to do (and what not to do) during a workplace complaint…

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.