Retention has always been a top concern for business leaders, but in 2025, the challenge seems more daunting than ever. Half of your workforce is just one irresistible job offer away from heading for the exit, and 57% of employees believe now is the time to explore new opportunities. It's enough to make any leader wonder if they're running a company or a revolving door. So, what's going wrong? And how can you fix it before you have to start turning the conference room into an employee farewell party venue?

The success of any organization, big or small, hinges on its people. Your team members are not just cogs in a machine; they are the lifeblood of your company. That’s why hiring the right talent is one of the most critical decisions a business leader can make. But the path to building a stellar team isn’t always smooth. In fact, it can be quite scary!

The very same employees who go along with every decision you make, no matter how hare-brained, are suffocating innovation, stifling creativity, and quietly ushering your best talent to the door. So, if your team isn't calling you out, it's time to ask yourself—why not?

Succession planning is crucial to the survival and growth of any organization. When done right, it ensures a seamless leadership transition, minimizes disruption, and positions a company for future success. The best way to do this is to hire based on strategy, not last-minute needs. But there are common pitfalls that organizations often fall into—waiting until it's the 11th hour and the temptation to promote someone who is “one of us.” While it may feel like the safer option to hire someone similar (Who wouldn't love a new friend to grab a beer or play golf with?), it can carry hidden risks that undermine the future of the organization.

Non-compete agreements can feel like a game of chess where one side is trying to block an attack from the other, constantly seeking ways to protect the queen.. their assets. For decades, employers have used non-competes to prevent employees from jumping ship to competitors, safeguarding trade secrets and intellectual property. But as the dynamics of work shift—with increased employee mobility, remote work, and a growing emphasis on skill over tenure—many are questioning whether non-competes are still necessary, or even fair.

The landscape is often filled with challenges for women reentering the workforce after a career break. The transition can be daunting, from managing outdated skills to navigating new technologies. However, the rise of artificial intelligence (AI) is transforming how women approach this process, offering new tools and opportunities that make the journey smoother and more accessible.

An age-old debate has gained new urgency: Skills versus Degrees. With the rapid rise of technology, remote work, and a demand for specialized talents, many industries are shifting their focus away from traditional academic qualifications to real-world skills and competencies. But is it accurate to say that skills have completely overtaken a degree's value? Or do degrees still play a vital role in specific fields? The answer depends on the industry, the role, and the individual's career goals.

In today’s fiercely competitive job market, many companies are struggling to attract top talent. While some hiring managers point to a limited talent pool or a lack of qualified candidates as the root cause, the truth is often much closer to home. The real obstacle isn’t external—it’s internal. If you’re finding it difficult to secure the best candidates, it’s time to take a hard look at one of the most critical aspects of your hiring strategy: your compensation package.

The school year is officially underway again. For some, it's their first time entering middle or high school, worrying about making new friends, juggling classes, and fitting in. For others, however, it's senior year in college...their last year with the safety net of school. This got me thinking about my own final year of college: entering the workforce "for real," facing a weak economy and no LinkedIn or professional network.

Succession planning for C-suite and board positions is not just a checkbox on an organizational to-do list; it’s a strategic imperative that can determine a company’s future success or failure. When done correctly, it ensures a smooth transition of leadership, maintains organizational stability, and preserves the company’s culture and strategic direction.

There’s been a lot of talk about Generation Z (those born between 1997 and 2012) in the workforce… and not all of it has been positive. They’ve been accused of being lazy and entitled, unwilling to put in their time and pay their dues, lacking grit, and much too focused on their feelings. But is that a fair assessment or just a bunch of stereotypes? (And what would your predecessors have said about you when you were entering the workforce for the first time?)

Who knew that relying on your in-house HR team to find top talent was like sending them on a blind date with a disaster? Talent mapping is like hiring a professional matchmaker—they know where the good ones are hiding. Enter your wingman, Competitive Talent Mapping (CTM); it's the secret sauce that transforms your hiring process from a cringey first date into a match made in heaven.