Let’s address the elephant in the HR office: Employee turnover is often blamed on “the market,” “this generation,” or “people just don’t want to work anymore.”

Stay interviews sound great in theory. In practice, they sometimes feel like a first date where one person is desperately trying to figure out if the other is about to ghost them.

By the time an employee resigns, the decision has usually been made weeks—or months—earlier. The good news? Most employees don’t leave quietly.

Employee turnover is expensive, disruptive, and frustrating. And yet, when someone resigns, the explanation often gets reduced to something overly simple: “They left for more money.” Sometimes that’s true. Often, it’s not the whole story—or even the main one.

It’s a new year and HR is buried in 13 states’ nutso laws, endless policy updates, and the post-holiday entitlement parade of “I forgot to enroll!” Here’s a cheeky take on surviving Q1 madness.

HR loves you—but the whining has to stop. Here’s a cheeky look at how HR managers (diplomatically-ish) ask grown employees to act like adults, not drama-prone toddlers.

Data-driven HR is great—until someone quits to raise bees or chase sunsets in a van. Here’s a cheeky take on why you can’t fully predict human behavior, no matter how good the dashboard looks.

HR loves a respectful workplace—but not every eye roll is a personal attack. Here are 5 funny things HR wishes they could say to employees who take offense at everything.

An HR professional’s surprising take: secretly agreeing with Mike Baxter from Last Man Standing on the challenges of political correctness in the workplace.