impactNews

If someone watched your management team for a week, would they see your culture in action?If the answer to that question is maybe, or you aren’t sure, then it’s time to look at your company culture. Culture is a buzzword that’s thrown around as if we’re all on the same page about what it is…

Accountability or micromanagement leadership styles can make or break an organization. Have you ever seen the following example occur within your company? A new employee has been hired. As someone in their reporting structure, you interviewed this person, and they are a great match for the long-overdue new director-level role within the company. This candidate…

Your company is growing, and the informal processes that worked in the early days may not support your next stage of growth. If you are missing these basic HR foundational requirements, you could be opening your company to liability. Without the right HR foundation, companies can face compliance risks, inconsistent hiring decisions, and employee relations…

Your team may be equipped for today, but are they ready for what’s next? The organizations that win tomorrow aren’t the ones reacting to change. They’re the ones preparing for it by training their teams for the future. Too often, companies realize they have a skills gap only after performance suffers. The default response is…

You’ve hired the best and brightest to work at your company. But you’re still struggling to achieve the organizational goals. Are you measuring for the right outcomes? Most likely, you aren’t measuring for the outcomes you want to see. Developing performance management practices that provide real-time, ongoing feedback throughout the year isn’t as simple as…

A manager asks you, as the HR lead, to sit in on a performance review with an employee who has been “difficult” in the past. You agree, assuming the manager is prepared. But as the conversation unfolds, it becomes clear: the issue isn’t the employee. It’s the manager. They’re uncomfortable, vague, and lack appropriate documentation.…

Rethink performance evaluations from past performance outcomes to future thinking growth opportunities. This shift will automatically encourage year-round conversations between managers and employees. Organizational leadership will tell you all the time that performance drives growth. And yet, annual performance evaluations still focus on past outcomes, overlooking growth for the future. What can be done to…

Company Growth vs. Scaling HR It’s crucial to differentiate between company growth and scaling. Growth refers to increases in revenue, profits, or market share over time. In contrast, scaling means increasing capacity or output without a corresponding increase in costs. In HR terms, this means that hiring 50 employees should not require five times the…

Indicators You Need an HR Audit No one wakes up one morning and decides they need an HR audit. The need usually reveals itself through small signals that something isn’t working. Like a dashboard light in a car, these indicators don’t always tell you exactly what’s wrong, but they do tell you it’s time to…

EEOC Refocuses Investigations: What Does it Mean? The Equal Employment Opportunity Commission (EEOC) announced in September 2025 they would cease investigations into disparate impact claims. This change has raised understandable questions for employers. Before we get any further into the details, it’s important to remember that Title VII of the Civil Rights Act of 1964…