In the early days of an organization, "culture" is often just a reflection of the founders' personalities. You hire people you like, you move fast, and you manage by "vibes." But as you scale—hitting that critical inflection point between 20 and 200 employees—those informal practices start to fail. Communication breaks down, accountability becomes muddy, and suddenly, your most talented people seem to be rowing in different directions. Most leaders respond to this friction by

As we move through the first quarter of 2026, most business leaders are deep in an evaluation mindset. You are likely meeting with your financial advisors, reviewing your 2025 filings, and scrutinizing your operational systems to ensure every dollar is accounted for. You want to know if your capital is being deployed effectively and if your financial systems are sound for the year ahead. But while you are auditing your spreadsheets, have you taken a moment to audit your peo

When something goes wrong at work, employers have to move fast but carefully. Whether there's a complaint about harassment, a report of safety violations, or concerns around discrimination, handling it the right way can protect both the people and the business. A well-managed investigation builds trust, helps fix problems early, and shows employees that their voice matters. Skipping steps or rushing through the process can make things worse. If people feel overlooked, they ma

Hiring a large number of employees in a short time can feel overwhelming. Whether you're scaling for seasonal demand, opening a new department, or trying to replenish a shrinking workforce, managing that volume without delays or mistakes can be hard. It takes more than a big stack of applications to find the right people. You need a clear plan that helps you move fast while still making smart hiring decisions. When things speed up, it’s easy for gaps to form in your process.

It’s easy to notice when someone on your team is falling behind, but it’s harder to figure out the reason why. Sometimes it’s not about a lack of effort. The issue might be that someone has been asked to do something they haven’t been trained to do. This difference between what a job needs and what someone can actually do is called a skills mismatch. When it goes unnoticed, it can slow teams down and hurt performance. Most people don’t start a job knowing every skill they’ll

It usually starts with one person quietly handing in their notice. A month later, another top performer does the same. Then another. Before anyone has time to react, the team feels lighter, but not in a good way. There’s no energy, no spark, and productivity starts to dip. It’s not just about people moving on. It’s about the impact on morale, team performance, and those left picking up the slack. When your strongest employees start leaving one after another, it's often a sign

When people think about company culture, they picture friendly teams, clear goals, and a workplace where people want to show up every day. But sometimes, things shift. What once felt like a supportive environment can start to feel heavy, tense, or just plain negative. This is what happens when company culture turns toxic. It’s not always loud or obvious. It can show up in small ways—people stopping communication, managers losing trust, frustration building up across teams. To

HR problems can creep up fast without anyone realizing. One day everything looks fine, and the next, you’re dealing with messy timekeeping, missing paperwork, or questions about whether someone’s really a contractor or should be on payroll. These slip-ups aren't always a sign of bad intentions. A lot of the time, they just come from things moving too quickly or assumptions made during busy seasons. But when ignored, even small compliance mistakes can open the door to confusio

Losing one or more seasonal team members without notice can throw your entire workflow off track. You’re left scrambling, trying to cover shifts and keep things running smoothly while figuring out what just happened. If you’ve ever had someone walk out midway through the season or just not show up the next day, you know how frustrating it can be. It leaves gaps in your operations and often puts more pressure on your remaining staff. It’s not just about filling the seat. Their

An open-door policy sounds great in theory—but why doesn’t it always work in practice? In our latest article, we break down the hidden pitfalls and share practical steps leaders can take to make employees feel truly heard.

When communication between teams breaks down, everything starts to feel a lot harder than it should. Work gets delayed, people double up...

Small businesses often compete with larger companies for top talent, and one of the most effective ways to stand out is by offering a...

Workplace stress has become one of those things teams often accept as normal, but it doesn’t have to be. When stress sticks around for...

Hiring isn’t a straight line. It moves in cycles throughout the year. One of the most strategic moments to hire happens in late summer,...

When employee engagement surveys come back with poor results, it can hit hard. As a leader or manager, investing in these surveys means...

Employee burnout can sneak up slowly. At first, everything might seem fine. Tasks are getting done, meetings are attended, and emails are...

When interviewing for a job, you might meet someone who impresses you with their experience and skill set. But how often do you dig...

Improve your quality of hire with psychometric tools like MPO. Learn how data-driven hiring can reduce turnover, boost performance, and build stronger teams.

Strong teams start with strong communication. Learn how understanding workplace communication styles—and using tools like the MPO Communication Dynamics Matrix—can boost collaboration, reduce conflict, and build a more connected workplace.

At HR.Coach, we use AI to streamline the process, but human insight still leads the way. Because great hires aren’t just found in data—they’re discovered through conversation, curiosity, and connection.