by Meagan | Aug 19, 2026 | Human Resources
Performance management matters because it creates clear, documented expectations that both managers and their direct reports can act on. Effective performance management tells employees exactly where they stand, what they’re doing well, and what they need to improve....
by Meagan | Aug 12, 2026 | Employment Law, Human Resources
You should ask if they need an accommodation during the application process, and if they do, provide it if it’s reasonable. If it’s not reasonable, work with the candidate to find one that is. If they don’t need an accommodation, carry on as usual. Either way,...
by Meagan | Aug 6, 2026 | Business Tips, Human Resources
You can hold someone accountable for “poor communication” by focusing on their specific behaviors measured against the expectations you have (hopefully) set in advance. Setting clear expectations ahead of time provides you with objective standards by which you can...
by Meagan | Jul 9, 2026 | Human Resources
You can, yes. It’s generally a good idea to follow a communication plan as departures can be disruptive to both the work of your other employees and your business relationships. These plans typically spell out who communicates the departure to employees, clients, and...
by Meagan | Jul 2, 2026 | Employment Law, Human Resources
At-will employment means that the employer or the employee can end the employment relationship at any time, with or without notice, and with or without cause. It doesn’t, however, allow an employer to terminate someone for an illegal reason, like their inclusion in a...
by Meagan | Jun 25, 2026 | Human Resources
We recommend asking a combination of behavioral, situational, and job-specific questions. Behavioral questions ask the candidate to explain how they approached challenges in the past, what the outcome of their approach was, and what, if anything, they learned or would...
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