About a year ago, Abigail began her first day on a new job. She was a software engineer, new to the workforce, and eager to make a good impression on her colleagues. At the end of the day, she noticed a fine, jagged line on the floor of the office, stretching the length of the building. She examined it, puzzled. She was pretty sure she hadn’t noticed it earlier, and almost as sure that it hadn’t been there when she’d arrived. For a moment she considered asking someone about it, but she didn’t feel comfortable inquiring about structural integrity on her first day.

It’s Valentine’s Day. School children are passing out cards to their classmates, romantic partners are giving and receiving presents, women are continuing to give “Galentine’s Day” cards to their BFFs, and brands are, well, publishing sappy blog posts. Not us, though. This post will not be sappy. You’ll see.

Employee Appreciation Day is March 4. Celebrate your team by showing your appreciation for their resilience, hard work, creativity, and determination to get the job done.

2020 provided many challenges never before experienced, and many employers are wondering how to motivate their teams for the long haul. Whether you are trying to keep your business afloat or have thrived during the pandemic period, the first step is to acknowledge the challenges and celebrate even the small wins.

As we attempt to grow our companies or rehire and recover from the last 18 months, it is apparent employers are all attempting to understand why some of our talented employees are looking for new opportunities. Sometimes, those opportunities don’t appear to be necessarily better as they are offering comparable pay or room for advancement. So why is our talent disappearing?

It’s an old adage that “people are your greatest asset” and this has never been truer. Workplaces have changed dramatically in the last eighteen months. Many organizations have struggled but those who have remained successful have one thing in common – they prioritize and recognize their people.

As we enter the new year, the risks of COVID-19 may recede, but the trauma, pain, and disruptions of these past two years will still be with us, affecting our lives and our work. We’ve all struggled, sometimes in ways we can’t pinpoint.

Download the employee recognition program.

Whether you have been managing for 25 years or a few months, ask yourself the question - has anyone taught you how to manage, or are you trying to figure it out as you go? Managing employees well leads to impressive outcomes and unparalleled team success, but how do you know if you are doing it right?

As the country hits an all-time high in unemployment claims, many of you are on the hunt for the next big career move. But have you thought about your brand, your target job, industry, or culture? It is important you market yourself and that your “brand” is on point. You need to market “You” as the best version of yourself. You may have flaws and weaknesses, but “you” the brand shouldn’t, or at least appear that way. Thinking of yourself as a better-than-average worker who can accomplish anything with ease is almost superhuman. The job market is extremely competitive, and marketing yourself in the best light is a key aspect in finding your ideal position. Here are six (6) components in marketing yourself.

What is a team? The classic textbook definition is a group of people working to- gether to accomplish a common goal. That sounds simple enough, doesn’t it?

When was the last time you interviewed your employees to learn about their career aspirations and why they work at your company?

If it was way back when you hired the person then it might be time to think about conducting “stay interviews” with your team.