The dreaded exit interview can be pretty daunting. Change is hard; work changes are even harder. Regardless, there is proper etiquette that should be followed upon an employee’s departure.

Don’t get me wrong, leaving a company can be tricky for both parties, and sometimes the situation is less than ideal. But, the good news is, procedures such as the exit interview can allow everyone to (hopefully) avoid bad blood and it certainly makes for a smoother transition.

I’m sure you’ve heard tons of talk flying around about The Great Resignation. Coined by Anthony Klotz, The Great Resignation is used to describe the relatively recent trend of employees voluntarily leaving their jobs in record numbers. In fact, just this August, a record 4.3 million Americans quit their jobs. Pretty incredible considering the pandemic has caused one of the worst recessions and job crises since the 1920s.

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In order to have a successful business, there must be mutual trust and understanding between you and your team. Without mutual trust, you are likel

y to have higher rates of disengagement and unproductivity among your employees. They are also likely to have increased levels of stress, which can lead to burnout, and they may not feel comfortable approaching you with questions or feedback.

Lack of trust can stifle any creativity and new ideas that are integral to solving problems and growing your business. So, how do you encourage creativity and trust in the workplace? Here are six steps for you.

If you know anything about Human Resources, you know there are countless responsibilities for HR leaders to keep track of. Some are beautiful, some are daunting, and some are downright terrifying. At PeopleGuru, we don't take lightly how vital the role of an HR professional is and because it's such a crucial role, there are some sticky situations you want to steer clear of (and at all costs). That's why we've assembled five workplace nightmares to avoid just in time for the spooky season.

Covid-19 has indeed affected the global economy and businesses all over the world. With companies now at the peak of recovery, the role of human resources (HR) has become more significant than ever before. There are plenty of questions about the future of HR post-pandemic. How will the prominence of remote working affect company culture and day-to-day operations? What are the social implications of these changes on employee engagement and communication? This article will discuss the impact of the pandemic on HR and future work initiatives.

Let’s face it; everyone goes into the recruiting process seeking the best of the best. When was the last time you heard an interviewer say they’re looking for an average employee? Chances are never. And while it is hard enough to recruit exceptional employees, it is even more challenging to retain them.

Most people can agree that various generations have drastically different views on, well, just about everything. This fact certainly doesn’t change when it comes to business. The current workforce is made up of Baby Boomers, Gen X’ers, Millennials, and the first digital natives, Generation Z.

Biden’s new vaccine plan announced on Thursday, September 9th, has come out of left field for many Americans, leaving several questions about what this mandate will mean for our workforce. Employers and employees alike are feeling every emotion from fear and outrage, to hope and relief given the sensitive news. While the information we’ve received is very little so far, here is everything we know about the Vaccine Plan and how it will affect businesses and HR departments when the time comes to enforce these policies.

Business owners, your perpetual concern is to grow your business. But you can't do that if your employees don't see eye to eye with one another.

If your workplace environment is toxic or your employees can't stand one another, you can't nurture your company's future. Therefore, business owners and managers, need to add workplace conflict management to their tasks list as a priority.

Unfortunately, to manage workplace conflicts, there's no straightforward formula available. As people are involved in the process, you can't resolve conflicts using the same approach all the time. In the words of Dale Carnegie —