Y'all, I made a GPT. Proud of myself😀 Give it a try to find out how you are doing with your people strategy and have it build a 90-day plan for you. Let me know what you think. https://chatgpt.com/g/g-699f7de530448191bcaf69a8767f3f81-people-strategy-check-up

Many business leaders think belonging is squishy, but it is really structural and necessary. What It’s Not: - Pizza parties - Matching T-shirts - “We’re like family here” What It Is: 👉 I feel seen. 👉 My voice matters. 👉 My manager has my back. 👉 I know where I stand. 👉 I’m included in decisions that impact my work. When belonging is weak, people get quiet, high performers disengage, conflict is avoided, and people leave. Most leaders think they have belonging because they’re “nice.” But belonging is built through consistent leadership behaviors: - Clear expectations - Fair treatment - Follow-through - Recognition - Growth conversations 👉 Question for you: Where in your organization does belonging break down most often? - New hires? - Frontline managers? - High performers? - Remote employees? - Something else? Drop your thoughts below. Let’s unpack it together. Also: Check out yesterday's post on time management and share your thoughts.

Scrolling through socials this morning, I noticed a pattern. A lot of posts starting with some version of: “If you do X, you’re an idiot.” It definitely grabs attention. But I’ve been wondering… Does it actually build influence? Or does it just build reaction? There’s a difference between challenging people and shaming them. Between conviction and condescension. Strong opinions can be powerful.But so can thoughtful questions. Personally, I’m far more likely to engage with someone who invites me to think than someone who tells me I’m wrong before I’ve even read the second line. Curious what others think. What kind of content makes you stop and lean in?

So I have a friend I help out from time to time with some general business operation stuff like scheduling staff gatherings, or trainings. The other day he asked if I could get everyone scheduled for their "monthly" review. I personally didn't think much of it because they are friends of mine that I help out, so this "review" language doesn't mean much to me. But in scheduling these with the team members it was fascinating how differently they each reacted to it. Most were very cool, "yeah this time works for me", yadda... yadda, making my life easy. But there is one that, first took till 8pm to get back to me (she was not working when I contacted her), then when she did respond she was stand offish. When I confirmed the day and time she promptly responded with "whats this about?" To which I simply said it is the monthly review the owner wants to conduct and everyone is getting them un-till he says otherwise. Then she was fine. But that response made me wonder... 1) is it the term review that made her anxious? 2) or is it that she knows she isn't pulling her weight and it will be evident to the owner and is therefor scared of the consequences? 3) or is it that she does not know that a monthly meeting by nature must be recurring to happen monthly and was just honestly confused? Or because it is monthly that triggered anxiety of some kind? I would love insights here. As a third party observer to the situation I find it fascinating. I have never been in this position at review time personally to experience that reaction. Is there a gentler way to handle reviews to reduce anxiety around them?

Drop a meme or a gif in the comments that demonstrates how you are feeling😊 Reminder-join the Employee Appreciation Roundtable at 10 am ET. Head over to the calendar and click to join!❤️