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

Good Morning - We at looking at updating our policy regarding PTO rollover time at the end of the year. I am interested if offices are still allowing their employees to rollover unused PTO (our sick days are included) and if so, what is your maximum hours allowed? Thank you.

Are you doing entrance interviews as part of your new employee onboarding process? If not, you may be missing the 'boat.' Entrance interviews have been linked to reducing early turnover by 2/3rds. This Tuesday tool is an Entrance Interview template. ⁉️SHARE: What are you doing as part of your onboarding process that you feel is working well?

I prefer stay interviews to get feedback while people are still employed. But exit interviews are a good tool for gathering information from people who are leaving to improve retention in the long run. Attached is an Exit Interview template that can be used or adjusted for this purpose. Do you do exit interviews currently? Any questions you would add? --------------- You can get more tools like this for every phase of the employee experience in the Badass HR Toolkit along with HR office hours and additional trainings. Learn more here