Blog Four Love ‘Em or Lose ‘Em- Why Treating Employees Right Matter

If there’s one book that’s shaped my approach to leadership, it’s "Love ‘Em or Lose ‘Em" by Beverly Kaye and Sharon Jordan-Evans. This book has been a fixture on my office shelf since my early days as a manager, and for good reason—it’s packed with wisdom for anyone who wants to build a thriving team.

Here’s the truth: people don’t quit jobs, they quit supervisors and managers. Sure, sometimes someone’s in the wrong role, or maybe they’re not a great fit for the company culture. But more often than not, the real reason people leave is because of who’s leading them

So, what does treating employees right look like? It means listening to their concerns, recognizing their achievements, providing opportunities for development, and being fair and transparent in our decisions. It means showing respect, empathy, and trust—every single day.

Remember, great managers build great teams by looking beyond what’s familiar. Challenge yourself to see the value in differences—it’s good for your people, and it’s good for your bottom line.

Blog Three interview them too

There are two sides to every interview. As a job seeker, you should also be interviewing the interviewers. Sometimes, spotting red flags can save you from making a decision you might regret. You know that “Why did I take this job?” conversation you have with yourself months—or even days—later? Often, it’s because you either applied for a position outside your purpose or didn’t interview for the organization’s environment and culture to see if they aligned with your values.

Our purpose should align with the workplace culture, but remember, life’s shifts can sometimes lead you away from places you once loved. Many job seekers go into interviews focused only on getting the job, but it’s just as important to evaluate if the environment and culture are right for you. My top tip: ask yourself, “Will this position bring me joy and include duties that are part of my purpose?” If the answer is yes, then focus on environment and culture. When you’re in the right place, compensation, growth, and recognition will follow. The more you love what you do, the more you’ll get out of it.

During interviews, look for red flags—not just in what’s said, but in what’s left unsaid. Body language speaks volumes. For example, I once interviewed with a panel where two members seemed visibly uncomfortable when I asked about culture and environment. They avoided eye contact, which was a red flag for me. I turned down the offer, and over the years, I’ve seen that position reposted many times. Trust your instincts—intentional questions about environment and culture matter. Make your questions purposeful, connected to your values, and pay attention to both the answers and the body language.

Let’s connect—share your story with me, and let’s grow together!

Blog Two promotions

Sometimes, our stories of growth sound familiar because we’re not alone on this journey. Years ago, I was approached by a newly promoted supervisor, JR, who came to my office to vent. He admitted, “I know task, NOT people.” I listened and realized some of his team had already shared their concerns with me. JR was frustrated that his employees wouldn’t stay late to finish work for him, but would for another supervisor. He couldn’t understand why others didn’t work as quickly or in the same way he did.

Drawing from my experience in Training and Development—and remembering my own promotion—I encouraged JR to focus on working with his team, not just having them work for him. I shared a simple rule: “Be friendly, not friends.” I also suggested he recognize and strengthen the unique skills of each team member, show genuine interest in those he supervises, leave outside problems at the door, and avoid taking work home.

I left that position before I could see the results, but eight years later, I ran into JR. He had been promoted to manager and told me our conversation had shaped his leadership style. That moment reminded me how even small encouragements can make a lasting impact, sometimes years later.

Let’s connect—share your story with me, and let’s grow together!

Blog One Purpose

What does it mean to live and work “with purpose”? Sometimes, we feel lost or unsure about what we want or who we’re becoming—especially during times of change. No matter where you are on your journey, I invite you to join me as I share stories from my 28 years in Human Resources. Through these blogs, I hope to inspire you with my experiences and encourage you to share your own. The heart of this journey is faith and strength through God.

So your co-worker got a promotion huh? You are not alone read blog two see how we helped a newly promoted manager learn to lead and not boss.

Let’s connect—share your story with me, and let’s grow together!