Succession planning is one of those responsibilities that most organizational leaders recognize as important, yet many put off until a transition is unavoidable. Conversations about retirement, stepping away from a longtime role, or preparing someone else to take over can be uncomfortable. But avoiding them can create uncertainty, limit opportunities for emerging leaders, and put an organization's future at risk.

Over the past several years, employers are increasingly encouraging employees to return to the office, often citing the importance of collaboration, communication, and building stronger workplace relationships. But new research suggests that bringing employees back into the workplace doesn't necessarily mean they're spending more time working together.

Last week’s election brought a wave of Democratic victories across Michigan and the nation, raising questions about what the results could mean for Michigan employers. The last significant Democratic wave in Michigan came in 2022, although relatively little of the party’s broader legislative agenda was enacted over the following two years. With renewed political momentum and a stronger mandate from voters, Democratic lawmakers may now push aggressively to revisit previously...

Workplace training is often handled one request at a time. An employee finds a webinar, asks to attend a conference, or needs a certification. A stronger approach is intentional. A well-designed program connects employee development with the skills the organization needs now and in the future.

The state of Illinois has added a new box to their Job Opportunities for Qualified Applicants Act or what is commonly known as ban-the-box. Effective January 1, 2027, Illinois employers will be prohibited from listing a requirement for a valid driver’s license in job postings. This applies to employers with 15 or more employees either in the current year or during the previous year.

New nomination for EEOC: President Donald Trump nominated Matthew Zandi, an attorney with the Department of Justice Civil Rights Division, to fill one of two vacancies on the U.S. Equal Employment Opportunity Commission, potentially solidifying a three-member Republican majority through at least 2029.

Reports have emerged of job applicants using AI tools to automatically apply for multiple positions with a single prompt. Now, some candidates are taking it a step further, using AI-generated prompts designed to manipulate applicant tracking systems (ATS) and their screening algorithms to bypass traditional selection processes.

In our competitive employment market, organizations often focus on finding the right people, filling open positions, and keeping hiring processes moving. While those objectives are important, one critical element can easily get overlooked: the experience candidates have throughout the recruiting process.  Recruiting is about much more than matching qualifications to job descriptions. It is about building relationships, establishing trust, and giving people a reason to want to become...

Artificial intelligence has officially entered the hiring process, and many employers are struggling to determine where to draw the line, especially when both employers and candidates are utilizing AI.

Think about the last time your organization introduced a new system or process. Employees received training, learned how to use it, and were expected to move forward. But how many quietly went back to doing things the old way? A workplace trend called "habit hugging" may help explain why employees hold on to familiar routines, even when better tools or processes are available.

Organizations often encourage employees to be more innovative, take initiative, and look for better ways to work. But there is a difference between asking employees to think like entrepreneurs and expecting them to take on the responsibilities of business owners. This is where intrapreneurship comes in. For HR professionals, fostering an intrapreneurial culture means creating an environment where employees feel empowered to contribute ideas, solve problems, and improve the organization...

Can employees be fired for organizing political protests? Can employees be fired for organizing a protest at work that violates workplace rules if the protest is not actually about work? According to a recently released Advice Memorandum from the National Labor Relations Board (NLRB), the answer may be yes.

In my last blog, Preparing Your Workforce for AI Takes More Than Technical Skills, I discussed the importance of developing the human skills employees need to succeed alongside AI. But preparing employees is only part of the equation. How leaders introduce and position AI can be just as important to its success.

A workplace trend known as loud working suggests that some employees are spending more time making sure their work is noticed, sometimes at the expense of actually getting work done. With ongoing layoffs, economic uncertainty, and concerns about artificial intelligence replacing jobs, employees may feel that doing good work is no longer enough. They also need to make sure everyone knows they're doing it.

Many nonunion employers mistakenly believe they are not subject to unfair labor practice (ULP) charges filed with the National Labor Relations Board (NLRB). However, the National Labor Relations Act (NLRA) protects employees in both union and nonunion workplaces. The NLRB enforces these protections, ensuring that employers respect employees’ rights to engage in protected concerted activities, regardless of whether a union is present.