Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

Amazon made news this week with an update to their return-to-office (RTO) policy. CEO Andrew Jassy remarked, “When we look back over the last five years, we continue to believe that the advantages of being together in the office are significant...We’ve observed that it’s easier for our teammates to learn, model, practice, and strengthen our culture; collaborating, brainstorming, and inventing are simpler and more effective; teaching and learning from one another are more seamless; and teams tend to be better connected to one another.”

I share the perspective of many in the space that this is, in essence, a downsizing initiative of the self-selecting variety—and that’s fine, but just say that. As I’ve expressed in previous LinkedIn posts (here and here), I don’t view the remote vs. hybrid vs. in-person debate as an “either/or” issue, but rather as an opportunity for leaders to provide the most optimal environments for their diverse employee populations. What I do find obnoxious are organizations that, for years now, used remote and hybrid work environments as part of their value proposition to attract talent, only to now reverse course as if those same employees won’t walk away. Also, I think it’s disingenuous to position RTO as a way to restore a nearly five-year-old “culture.” Personally, I believe in a hybrid approach with a heavy dose of autonomy, allowing teams to determine how and where they work. It requires selecting the right talent, strong people managers, and effective performance management systems to succeed. However, it’s hard not to suspect that these abrupt calls for full-time in-person work are tied to micromanagement, especially in organizations that lack calibrated selection processes, strong management, and objective performance systems. If you feel your workplace falls into the latter category, skip to here.

Did You See This?

The Motherhood Penalty and the Broken Rung

A recent Bankrate survey sheds light on the "motherhood penalty," where women with children face up to $500,000 in lost lifetime earnings due to unpaid leave, part-time work, and discrimination. Compounding this is the "broken rung" phenomenon—where women are passed over for their first promotion, limiting leadership opportunities and worsening the wage gap. Only 87 women are promoted for every 100 men, reinforcing these disparities.

The numbers are staggering, but the real issue lies in how normalized these inequalities have become. A half-million-dollar penalty for motherhood isn’t just unfair—it’s a failure of talent management. When companies fail to provide equitable opportunities, they not only perpetuate gender bias but also miss out on the contributions and potential of working mothers. Addressing this isn’t about “accommodation”—it’s about fixing a broken system that holds women back at key moments in their careers.

The motherhood penalty and broken rung are two sides of the same coin. When women miss out on early promotions, they enter a cycle where they are paid less and are seen as less capable. Companies that are serious about talent development need to go beyond token policies and create meaningful changes. Flexible work models, fair pay, and mentorship programs shouldn’t be optional—they should be standard.

The path forward requires restructuring promotion pipelines and offering targeted development programs to prevent women—especially mothers—from being sidelined. These changes won’t just close the wage gap but will unlock untapped potential within organizations. Companies that fail to address these barriers risk losing the talent they need to thrive, but by prioritizing inclusivity ensures a stronger, more committed workforce.

Talent Management 101 (TM101)

Gallup's guide on the employee journey outlines seven stages of the employee life cycle:

1. Attract

2. Hire

3. Onboard

4. Engage

5. Perform

6. Develop

7. Depart

Each stage represents a critical touchpoint that affects employee engagement, satisfaction, and productivity. By focusing on each phase, companies can create a positive employee experience that drives long-term success. A well-managed employee life cycle ensures both employee satisfaction and organizational growth.

Onboarding sets the foundation for long-term success. It’s about ensuring new hires feel welcomed, supported, and equipped to succeed. It’s additionally an overlooked phase when internal hires change roles and/or functions. A strong onboarding process introduces employees to company culture, clarifies expectations, and provides the tools they need to thrive. Proper onboarding boosts engagement, shortens the learning curve, and increases retention.

• Clarify Expectations and Roles: Provide clear job expectations and role responsibilities from day one.

• Integrate New Hires into the Culture: Introduce employees to the company’s values, mission, and team dynamics.

• Provide Immediate Resources and Support: Ensure new hires have the tools and resources needed to be productive. Help combat isolation and loneliness from day one.

• Establish Early Feedback Loops: Implement regular check-ins to address challenges and offer guidance.

• Create Structured, Multi-Phase Onboarding Programs: Develop onboarding processes that extend beyond the first week for sustained support.

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!