Are you doing entrance interviews as part of your new employee onboarding process? If not, you may be missing the 'boat.' Entrance interviews have been linked to reducing early turnover by 2/3rds. This Tuesday tool is an Entrance Interview template. ⁉️SHARE: What are you doing as part of your onboarding process that you feel is working well?

This feels like a ‘just coffee’ day. Drop a meme or gif that shows how you are feeling today.

If you are seeing: 🔷High performers frustrated 🔷Managers avoiding hard conversations 🔷Inconsistent accountability 🔷People unclear about expectations 🔷Burnout creeping in Your issue likely sits in one of these pillars. Which of these do you think is weakest in your organization right now? P.S., this will give me ideas for focus in future posts and education

Many business leaders think belonging is squishy, but it is really structural and necessary. What It’s Not: - Pizza parties - Matching T-shirts - “We’re like family here” What It Is: 👉 I feel seen. 👉 My voice matters. 👉 My manager has my back. 👉 I know where I stand. 👉 I’m included in decisions that impact my work. When belonging is weak, people get quiet, high performers disengage, conflict is avoided, and people leave. Most leaders think they have belonging because they’re “nice.” But belonging is built through consistent leadership behaviors: - Clear expectations - Fair treatment - Follow-through - Recognition - Growth conversations 👉 Question for you: Where in your organization does belonging break down most often? - New hires? - Frontline managers? - High performers? - Remote employees? - Something else? Drop your thoughts below. Let’s unpack it together. Also: Check out yesterday's post on time management and share your thoughts.

I hope everyone weathered the storm, which impacted many areas across the country. In NC, of course we were freaking out! Where are you located, and how are things?