In most cases, your boss wasn’t evil. You just didn’t get along. Good thing you don’t have to anymore. Even if your boss did do something super illegal, you don’t always get justice. Even if you did get justice, it doesn’t undo the awful thing that happened to you. It’s better to get out of the situation. Keep the awful thing from happening in the first place. 

Maybe you’ve had this experience: You’re in crisis. You can’t work, so you call in. A well-meaning person you hardly know sends you information about the Employee Assistance Program (EAP). You look into what it covers and wonder how this could possibly help. The minimum CYA measure to guard against the wild things that people in crisis do.

Your handbook should help people make decisions. Not just disciplinary decisions. The handbook should draw bright lines where possible, and give guidance for situations that are unclear. Your handbook should give guidance on the unspoken habits your organization runs on.

Do engagement surveys actually measure how people feel? Or just how much they trust you? What are people really responding to when they complete a survey anyway?

This story still makes me laugh... and haunts me to this day. Is a boundary still a boundary if only one person asserts it? Or is it rebellion?

When teams don’t plan for leave, the work gets spread across people already maxed out. That’s not “lean,” it’s a recipe for burnout.

Just like us, dogs align themselves with power. Oscar intuitively knows who the pack follows. Once he knows who’s the boss, he tries to win them over just like everyone else does. 

I forgot. I’d asked the new office manager to grab “breakfast” for the VIP meeting. I forgot “breakfast” was code for something different around here.

Putting words to those operating principles won’t just help someone ramp faster. It gives your whole team a shared language to spot and fix misalignments.

Ops drag isn’t obvious at first, but it compounds quickly. Fortunately, small systems create big leverage. And a few smart fixes now can save you from spending your days scrambling as you grow.

You don’t need HR. You need infrastructure. And a little foresight before the next fire drill. You can't scale on vibes and Airtable alone. 

Offering a commuter benefit to your employees can make a meaningful difference in your team’s quality of life, improve productivity, and pot

Many topics that fall under HR are subjective and have some element of unconscious bias at their core, making them a natural magnet for empl

A thoughtful new hire onboarding program is critical for a team member’s engagement and productivity throughout their lifecycle at your comp

By monitoring adherence to best practices, engagement, retention, productivity, development, and integration, you can measure the success of