A high-performing employee has become disengaged after being passed over for promotion. What would be your next move?

I have been applying to so many job postings and only got one interview. I receive so many Thanks, but no thanks letters. Some of which are very good and very personal - not the typical we value your time and appreciate you applying to our organization. I have altered my resume and letter via AI to really try to get "that job", but am 1 of 100's of applicants. I don't have a degree, but am obtaining my SPHR, have 25 years of experience and have taken courses. What else should I do?

Hello — looking for guidance on a workplace issue. We hired a manager’s son because he was highly qualified and has done a great job. Recently, two employees raised concerns about perceived favoritism. In reality, he’s often taken on difficult tasks others declined, but we can’t share those details. The perception is now affecting morale and team dynamics. Global HR said upper management should handle instead of HR. Seems not right. Any advice on managing the perception and team dynamics?

Please don't judge me. I've sat in on meetings where people have been fired before. I'm fine being support to the managers and handling the paperwork, but I've only actually done the firing part twice before. However, during next week's layoffs, I'll be in charge of running these meetings. I'm nervous about sitting one on one with people and telling them they don't have a job and explaining the pretty crappy severance policy. I'm afraid if someone cries, I'll tear up. How do you guys stay

I had an exit interview recently where the employee said: "The job was not the problem." It was the team culture. That stayed with me. We spend a lot of time talking about pay, workload, recruitment and retention. Yet so many people leave because of how they felt every day at work. Have you ever left a role because of the culture rather than the job itself?