Employee turnover is expensive. And with replacement costs almost twice the employee’s annual salary, businesses—big or small—can no longer afford to ignore its impact. Instead of passively accepting employee departures, forward-thinking organizations are now investing in proactive retention strategies to keep their top talent committed and engaged.

Feedback, be it positive or constructive, is essential for professional growth. It not only helps you grow and refine your skills but also builds better relationships with your peers. Yet, asking for feedback can be scary or feel intimidating to some: What if the feedback isn’t positive? What if no one has time?

Hybrid work models have become very common these days, offering flexibility and a better work-life balance. But they present their own unique set of challenges in management, particularly in terms of accountability. Accountability is essential for any team’s success, regardless of their structure, but ensuring it in a distributed environment is a different ball game.

The landscape of employee performance management is constantly evolving. To remain competitive, organizations must proactively adapt and adopt a dynamic performance management strategy to drive individual growth and organizational effectiveness.

Employee engagement is often an overlooked factor in building a thriving workplace. Understanding and addressing engagement issues can transform work culture, enhance productivity, and foster innovation. Gallup research shows that an engaged workforce does much better than one that isn’t. This implies that people leaders must prioritize employee engagement.

Check-in meetings are never a waste of time—they are one of the best ways to not only build trust but also to groom high-potential employees. Sometimes check-in meetings can feel like a biweekly or monthly routine, especially when you are working hybrid or remote. Here are some proven techniques to make your check-in meetings meaningful and productive.