Challenge When employees say, “I don’t have the right amount of input on decisions that affect my work,” it signals a breakdown in inclusion, trust, and communication. This issue often goes unnoticed until it shows up in survey data or in quiet signs of...

Challenge When employees say, “I am not excited about the work I do every day,” it points to a loss of connection between their role and their sense of purpose. While not every task will be thrilling, employees should still feel inspired by their work, motivated by...

Introduction Every organization has them: The top performer who seemingly emerges from nowhere. The highly touted recruit who interviewed well, but stumbles surprisingly during onboarding. Or the rising-star manager whose adjustments in a new role get rocky. The...

Challenge When employees say, “I am not appropriately recognized for a job well done,” it is a clear sign that motivation and morale may be at risk. Recognition is one of the most powerful drivers of engagement. When people feel seen and valued for their...

Challenge When employees say, “In my day-to-day work, I’m not gaining valuable skills or experience for my future,” it reveals a deeper issue than training alone. It reflects a missed opportunity to develop the next generation of leaders. Growth is one of the...

Challenge When employees say, “I don’t have the freedom to work in the way that will make me as successful as possible,” it reveals a misalignment between expectations and support. This kind of feedback suggests that employees feel constrained by rigid workflows,...

Challenge When employees express, “The work I do doesn’t make excellent use of my talent, skills, or abilities,” it’s more than just a morale issue. It signals a missed opportunity. Underutilized talent can lead to disengagement, frustration, and ultimately, turnover....

Challenge When employees say, “I don’t have the resources to perform at a high level,” they’re not making excuses, they’re raising a flag. Lack of access to the right tools, team support, or technology creates unnecessary friction in the flow of work. It delays...

Challenge When employees report, “Our processes and procedures are obstacles to getting my work done well,” it’s a red flag. Processes are meant to support clarity, consistency, and quality but when they’re outdated, overly complex, or poorly communicated, they do...

Challenge When employees report, “I don’t have all the information I need to produce high-quality work,” it signals a serious breakdown in communication and access. Without the right information—at the right time—teams slow down, errors increase, decisions get...