Resource Center

Workplace investigations are a critical function for HR professionals, and navigating the legal landscape is essential to ensure compliance, protect employee rights, and mitigate potential liabilities. 

Picture this: it’s almost time for bonus calculations and payments. An employee has been out on approved FMLA leave for the past six weeks, and you don’t want to penalize the employee for being out, but it doesn’t seem fair to my other employees if you give the individual their full bonus. 

Now is the perfect time to reimagine how your Learning & Development (L&D) initiatives can better support your employees. Gone are the days when one-off workshops or expensive consultants drove meaningful learning outcomes. These traditional methods no longer deliver the long-term results today’s workforce needs. Instead, modern L&D programs must embrace flexibility, personalization, and technology to remain relevant.

Let’s face it: performance reviews get a bad rep. For many employees, there’s a sense of dread surrounding these annual or bi-annual evaluations. They take a significant amount of time, ratings can feel arbitrary or unfair, and feedback frequently lacks substance and can miss the mark. Not to mention, the review process can feel one-sided, leaving employees with little opportunity for dialogue or input.

Real hybrid work is not only balancing who does what work where (should we be in the office three days a week?). For a truly hybrid team, we factor in time. This means we change the question to: What work needs to be done with everyone at the same time, and what can be done when it makes sense?