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.

People Ops doesn’t have to be in-house. It doesn’t have to be full time. It doesn’t even have to “feel” like HR. But it does have to be done right.

Everywhere I went, I saw the same thing: Employees didn’t understand what they signed up for. Brokers didn’t really understand either. HR didn’t want to touch it. Claims were denied. People thought their plans sucked.

Termination isn't just a button in your HRIS. It's a tightly regulated event. It's the kind of process where everyone is watching. That’s why HR and managers feel so much pressure to keep it confidential. But too much confidentiality means the people responsible for execution don’t have enough time to get it right. 

If you're thinking, "But wait, that sounds like my company..."  That's the point.  These situations come up in all kinds of companies. They're as common as meetings that could have been emails. 

I don't know who needs to hear this, but Qualifying Life Events (QLEs) aren't written in stone.

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.

Meanwhile, mistrust over the final paycheck was just one in a list of disagreements leading to a quickly deteriorating relationship

Everyone understands the need for workers to be able to take breaks during their shift, but meeting those requirements in a dynamic business

Breaks shorter than 30 minutes aren't required under Federal law. Breaks under 20 must be paid and included in overtime, PTO, and FTE calcul

Running the People side of your business takes a lot of work, but hiring a PEO comes with trade-offs that you may regret later.

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

The impressions that employees form in their first week lay the foundation for their long-term opinion of the company.