Newman Holmes Consulting, LLC

09/04/2026

The efficacy of an exit interview is dependent on both employee and employer.

When asked about exit interviews, there is no one size fits all answer. How receptive is the employee? Are they leaving for reasons that have to do with your business? Are they angry? Are YOU angry? How will you use this info? Are you comparing answers between interviews? Are you seeing a pattern? Are you willing to listen and change?

Really, exit interviews are only helpful when both parties are clear-headed enough to communicate well and when the answers are used as data, not taken as an attack. If you're considering doing exit interviews, my advice is: be a great notetaker. And when you're done interviewing, compile those notes with other exit interview answers, and see if there are trends. This is where you can find some answers on how to improve and enact real, positive change that will help with employee retention.

08/21/2026

Is your team feeling a little stuck lately?

Before assuming people are unmotivated, take a step back and look at what might be causing the rut.

Sometimes a team needs a change of pace. Try a different meeting format, switch up responsibilities, bring people together for a quick team activity, or simply ask, “What would make your day-to-day work better?”

And don't underestimate the power of recognizing good work. People can get tired when they feel like they're constantly working toward the next deadline without anyone noticing the progress they've made.

You don't always need a big change to get a team moving again. Sometimes a little fresh energy, better communication, and a chance to be heard can make a big difference.

What do you do when your team needs a reset?

08/20/2026

Too good not to share!

https://www.instagram.com/reel/Da3D4tzOP7v/?igsh=MjBvZndiNHE2aXZn

07/22/2026

A thoughtful recruitment process helps you attract the right candidates, ask the right questions, and make hiring decisions with confidence. While it may take a little more time upfront, it can save you from costly turnover, repeated hiring, and frustration down the road.

What's one thing you've learned from the hiring process that you wish you knew sooner?

07/15/2026

Great managers know: workplaces require more than good scores to be successful.

The strongest teams are built through trust, clear communication, and a workplace where people feel valued. When employees are engaged and want to stay, the numbers tend to take care of themselves.

Culture isn't a "nice to have" or a gimmick. It's something that shows up in retention, productivity, and performance every single day.

At the end of the day, the way it feels to work for your company will always show up in the results. Good managers get the job done; great managers make it enjoyable for the whole team.

What's one quality you've seen in a truly great manager?

06/30/2026

Managing a remote or hybrid team comes with its own set of challenges, but success doesn't come from more meetings or more monitoring.

When employees know what's expected, feel connected to their team, and are empowered to do their jobs, everyone benefits (including you!).

06/23/2026

A lot of companies offer good benefits.

But if employees don’t actually understand them, that’s where frustration starts.

People shouldn’t have to dig for answers or feel embarrassed asking questions about coverage, leave, or retirement plans.

Clear communication matters just as much as the benefits themselves.

06/17/2026

Most "social media emergencies" start with no policy, no clarity, and a lot of assumptions.

Save yourself a headache and set clear expectations before there's a situation!

06/10/2026

06/09/2026

I think sometimes companies forget that candidates are interviewing them too.

People pay attention to more than just the job itself. They notice how communication feels. Whether interviews start on time. If leadership seems engaged. If employees look happy to be there. Even the way people talk to each other between meetings.

Being ghosted after multiple interviews is still one of the biggest red flags out there.

On the employer side, there are definitely moments where you get that feeling too. The candidate who blames every former employer. The one who can’t give a straight answer. The interview that feels more like damage control than a conversation.

The best interviews don’t feel robotic or intimidating. They feel honest. Clear expectations, real conversation, mutual respect.

At the end of the day, both sides are trying to answer the same question:

“Should we work together?”

Your turn: what’s the biggest interview red flag you’ve seen as either the employer or the candidate?