Creating and maintaining an environment that engenders role clarity has a number of positive impacts that directly impact the success of organizations. This article discusses five of the main positive outcomes for businesses if they effectively generate and manage role clarity. What is Role Clarity? The simplest way of describing role clarity ties back to the basic question of whether an organization can clearly describe the duties and responsibilities associated with a role and the accompanying baseline requirements that an individual needs to have in order to effectively perform the role.

Year over year we find that leaders from organizations of all sizes and industries share that employee and leadership development are among the top challenges that they face in their business. Is this true for you?

During the course of providing HR consulting services to clients, my colleagues and I have received a number of questions about the newest version of the Form I-9. In case you weren’t aware, the Form I-9 has received yet another set of updates, with the newly issued form required to be used by employers no later than September 18th, 2017.

The U.S. Bureau of Labor Statistics (BLS) estimates that 3.2 million of the roughly 153 million workers in the United States voluntarily left their jobs in July 2017. What isn’t reported by the BLS is the number of employees who had expressed the potential desire to leave their company, only to be persuaded by their management team to remain with the organization.

You would be hard pressed to find a C-level executive who does not think that successfully staffing their organization can either make or break their organization in the long run. Aside from some roles directly impacting company revenue, losing out on top talent to competitors typically signals the slow and inexorable decline of a business. Luckily, there are a number of ways organizations can improve their recruiting effectiveness to avoid this undesirable outcome.

What Organizations Can Do to Reduce the Gender Pay Gap During a recent interview about gender pay equity on Freakonomics with Harvard economics professor Claudia Goldin, she noted that the reasons for the existence of the gender pay gap in the United States are varied and complex. For organizations that are interested in promoting pay equity, it’s important to understand what these varied and complex drivers of pay equity are. My colleague authored a great article that provides additional information about proposed legislation and notes steps organizations can take to create consistent pay practices.