Andre Lavoie

The Danes, after all, are the second happiest group of people on Earth. So maybe they're on to something.

What do you do now? Here are three alternatives.

When your company is wounded, promoting transparency and employee participation in planning its future are key moves for your next CEO.

Why it's important to be up-front with job candidates about what they'll be getting into: the good, the bad and the ugly.

You don't have to drive to the local cinemaplex to see "It," to see monsters in action. Just check your workplace.

It's going to take a lot more than nap pods and game rooms to satisfy today's employees.

Remember that goosebump-inspiring news story about the "human chain" that saved a Texas woman from the floodwaters? That could be your company's "chain."

A Google investigation found that 65 percent of disengaged employees can't approach their manager with questions. Don't be that manager.

When an unforeseeable negative event occurs, employees become distracted, losing sight of their love for the company and their own hard work.

Are you setting goals that are simply too ambitious? This is one of the things that can distract employees big-time.

The employees you value most are the ones who will be most willing to help you build the team.

Don't know what a sourcing plan is? It's a plan for finding candidates who don't just fit your organization; they "align" with it.

When employees leave, morale drops and performance stagnates, you definitely have an "uh-oh" situation on your hands.

When an employee is performing poorly, your first question isn't so much why the problem has occurred as what you're going to do about it.

Goals that are vague, non-collaborative and unattainable may actually deserve employees' wrath.