Hi everyone— I wanted to share a quick update and get your input. I’ve been paying attention to how this space is being used, and like many of you, I know time is limited and most people aren’t looking for another place to “engage.” What I hear more often is: 👉 “I just need quick, practical help when something comes up.” Because of that, I’m considering closing the Badass HR Hub in its current format and shifting to a simpler approach focused on: - practical tools and resources (the Badass HR Toolkit) - and short, real-world sessions where we work through actual situations Before I make a final decision, I’d love your input: What would actually be most helpful to you? - Quick access to templates/tools - Occasional live sessions to talk through real HR situations - Both - Or this type of space just isn’t something you’d likely use Feel free to comment or message me directly. I appreciate you being part of this space—it’s helped me think through how to better support you in a way that actually fits your day-to-day.

You’ve got a solid employee. Reliable. Good at their job. But…They create tension on the team. A little negative. Push back on decisions. Others are starting to feel it. You’ve had a couple of conversations. Nothing has really changed. 👉 What do you do next? A. Get very direct with clear expectations + consequences B. Move them out of team-facing work C. Decide it’s not worth the impact and exit D. Something else No right answer. Curious where you land. Share in comments 🧹SPRING CLEAN YOUR HR Take the HR Practices Self-Assessment to see how you are doing HR Practices Self-Assessment

If you could fix one thing in your organization to improve retention, what would it be? 👉no budget constraints, no red tape. What’s the first thing you’d change?

A hard truth that I've discovered recently. Most business leaders in small and medium-sized organizations don't care about HR. Or maybe it's not that they don't care, they just don't think about it. If they don't care about HR, what do business leaders care about? 🔷Revenue 🔷Growth 🔷Clients 🔷Margins And they will care about compliance if there is a charge or an audit. And “HR” feels like paperwork, policies, and drama. Here’s the disconnect: If we lead with words like engagement, culture, or employee experience… we lose them. But if we talk about: 🔷High performers burning out 🔷Managers avoiding hard conversations 🔷Underperformance lingering 🔷Turnover costing real money Now we’re in a business conversation and are helping to solve business problems. HR isn’t the point. Clarity is. Accountability is. Performance is. From what I'm seeing, that’s the language leaders understand. 💬 What are you seeing in your organization? Do leaders 'get' HR, or would shifting the conversation help? I'd love to hear your perspective.

Monday after the Super Bowl is basically an HR case study each year. UKG projected an unprecedented number of people will be out: 🏈 13.1 million taking a pre-approved day off 🔄 6.5 million swapping shifts 🤒 3.3 million calling out “sick” 👻 1.6 million “ghosting” their job Wondering about your experience today. How was attendance? Where most absences planned or unplanned?