Artificial Intelligence
4 min read
Your AI Doesn’t Know Your People. That’s the Problem.
AI has become one of the most accessible tools for managers, but replacing a gut feeling with an AI response doesn’t solve the underlying problem.
The PI Blog
For hiring, coaching, team building, and every people problem in between.
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Psychological Safety
7 min read
Meta’s Record Quarter Has a People Problem
Meta’s morale crisis isn’t a layoff story. It’s a change management failure, and a warning for every HR team running an AI restructuring right now.
Employee Engagement
10 min read
The Real Cost of Employee Turnover (And How to Stop It)
When people keep leaving, it’s easy to wonder what you’re missing. You’ve invested in your team, you’re paying fairly, and yet the turnover keeps coming.
The truth is, some of it isn’t in your control.
Artificial Intelligence
7 min read
What AI can’t teach your early-career employees (and what managers can)
AI is automating the work that taught junior employees how to grow. Here’s what managers must do to fill the gap.
Change Management
12 min read
The importance of organizational change management
One of the secrets of today’s most agile organizations: Instead of spending time preparing for what they think might happen, they put their energy toward anticipating and managing change of any kind.
Leadership
16 min read
What is an all-hands meeting: a complete guide
All-company meetings should cover relevant information while addressing core values and goals. But they also present opportunities for leadership teams to clarify goals, answer employee questions, and unify staff.
Leadership
13 min read
19 essential HR KPIs and metrics for executives
Love them or hate them, KPIs have become an essential way for HR leaders to assess the effectiveness of their initiatives, and guide their strategic decisions.
Employee Engagement
5 min read
Solving Disengagement and Burnout: Why Wellness Programs Aren’t Enough
Employees don’t burn out because they lack wellness resources. They burn out because their work is poorly designed: unclear priorities, fragmented attention, and manager relationships that never get past the status update. Here’s what actually needs to change.
