Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

You know what's crazy? The increasing number of people recording their layoffs/terminations and the wave of presumptive support that follows. My issue isn’t with the recording itself, but with the lack of context—how these people performed as employees and teammates feels like really important information before forming an opinion. I’m not diminishing what it means to be involuntarily terminated, but we should be more skeptical, if not inquisitive, about the content we consume before using each instance to shape our personal perceptions about work.

Which brings me to my least favorite corner of the internet: the self-proclaimed life coach offering workplace advice. Specifically, those who encourage less experienced professionals to act borderline feral in their jobs—then conveniently offer a resume-building course or job-search coaching bundle once those professionals rage-quit or get fired. It feels manipulative, and I take issue with anyone claiming to be an expert who advises people to put themselves in vulnerable situations, like losing their job for a viral moment.

I’m in a unique position where I advocate neither for employers nor employees, but I spend A LOT of time understanding both sides of their shared experiences. It’s too easy to say that the employer is always wrong or inherently evil. While it may be true that they are often the violating party, they aren’t always. Fanning the frustrations of others to act out in environments you have no connection to isn’t coaching. Encouraging people to avoid direct conversations with their managers and instead creating a market where you can “save them” is an underrated reason why workplace distrust is so rampant.

What really gets me is when I look up these so-called "gurus" on LinkedIn (rather than their carefully crafted e-commerce microsites) and find they have little professional experience to qualify them to give anything beyond anecdotal advice—and that’s me being kind.

All that to say, being an adult is hard, and finding meaningful workplaces is, too. Be wary of anyone who gives you the bottom line but conveniently leaves out the context. There are great coaches out here who genuinely care about helping you get where you want to go and see you as more than just a Shopify or Stripe sale notification. Find them if you're ready for that kind of support—and block the next toxic internet life coach you come across while doom-scrolling.

Did You See This?

Why Middle Managers Need More Than Just Expectations

Middle managers are the glue holding organizations together, but they’re also one of the most strained layers of any business. With only 28% of middle managers feeling empowered to make important decisions, it's no wonder burnout and turnover are rising. The expectations placed on them are high—they’re asked to manage teams, communicate executive goals, and drive performance, often with little support or autonomy.

This imbalance in expectations versus resources creates a significant problem for organizations. Middle managers are the key to driving engagement and productivity at the team level, yet they are often left without the tools or authority they need to succeed. If you strip managers of their decision-making power while expecting them to deliver on targets, you’re setting them—and your business—up for failure.

When middle managers are stretched too thin, everyone feels the strain. Teams lose direction, deadlines slip, and engagement drops. Unfortunately, companies tend to overlook this crucial layer of leadership until it’s too late, failing to provide targeted development, mentorship, or autonomy. This neglect can lead to a ripple effect throughout the organization, with disengaged teams and frustrated leadership.

So, what’s the solution? Companies need to prioritize middle managers as a strategic asset. Start by offering real support—whether through training programs that develop decision-making skills or giving them the autonomy they need to manage effectively. Middle managers also need clearer expectations from leadership, coupled with the resources to meet them. Burnout is avoidable if companies invest early in supporting these essential leaders.

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.

The Engage stage is where organizations actively focus on keeping employees motivated, committed, and emotionally connected to their work. Employee engagement directly impacts productivity, retention, and overall workplace satisfaction. At this stage, it’s crucial for employers to cultivate a culture where employees feel valued and supported, both personally and professionally..

• Frequent Feedback: Provide regular, meaningful feedback to show employees their work matters.

• Recognition and Rewards: Celebrate achievements, both big and small, to boost morale.

• Work-Life Balance: Encourage a healthy balance to reduce burnout and sustain engagement.

• Team Collaboration: Foster a collaborative environment where teamwork and communication thrive.

• Purpose-Driven Work: Align employees’ roles with organizational goals, helping them see the value in their contributions.

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!