Resources
We love dropping knowledge – through articles here on the website and through news stories. Give us a shout if there’s a topic you’d like Montani to cover next.

The “Two Weeks’ Notice” Approach to Changing Jobs Is Bad for Companies and Employees | A Response
Heck yes. The “two weeks’ notice” approach needs some serious scrutiny. I applaud Robert Glazer and his team for identifying an antiquated process that does nothing to proactively prevent top talent (and the institutional knowledge they possess) from walking out the door after two weeks of disengaged work (or, let’s be honest, no work at all).

Feedback Series, Part 3: 360° Feedback
In the first two articles in our Feedback Series, we chatted through two important aspects of effective feedback loops Montani encourages all of our clients to consider: a shift in mindset from failure to “failer” for team members who receive tough but necessary criticism, and the willingness and ability for supervisors to enter into hard conversations using Radical Candor to clearly but caringly communicate feedback.

Feedback Series, Part 2: Radical Candor
In the first part of our Feedback Series, we discussed the important shift in mindset from feeling like a failure to being an ever-improving failer. This is how your team members should think about constructive criticism so they are most receptive to it – and even appreciative of it.

Feedback Series, Part 1: Failer vs. Failure
Constructive feedback is so important for the growth and betterment of a company. But it’s something that can’t simply be passed from the top down. Employees need to be given the opportunity expectation to share direct, consistent, and thoughtful feedback about their peers and leadership. Ideally, this is given directly but it can also be facilitated through a tech platform and/or an HR professional they trust.

The Great Resignation: Timely HR Advice from Top Practitioners
Right now, even the greatest minds in HR can’t predict with full accuracy what team members will need from employers in a matter of months. Welcome to the COVID reality. But what we do know, however, is employee voices should be the compass for building an effective people operations plan – both in the short term and for the long haul.

How to Write a Good Employee Handbook
Ah, the employee handbook. Some employees pour over them and know each word by heart. Others are like, “We have a handbook? No way!” and then go back to their emails, never to take a single look.

Easy-But-Mighty Employee Touchpoints (And Why You Should Definitely Use Them)
For most conversations around HR, I inevitably compare the topic-at-hand to parenting (of which I have no experience) or dating (of which I have some good and some not-so-good experiences to pull from). Well, this article is no exception… you’ve been warned!

Why Holistic Isn’t Hokey
Growing up, my entire family went to Dr. Kelly. From 1979 until around 2014, he was the one family doctor we knew and trusted. I had no clue most kids went to a pediatrician. But, like with so many other things in life, I’ve come to realize my family did things differently. (Other kids were allowed to have soda in the house?!) This whole-family medical care was possible because Dr. Kelly was a doctor of osteopathic medicine (D.O.).

HR and People Operations: What’s the Big Difference?
1. What is people operations? 2. How is people operations any different from human resources?

Betting on Myself in Business
I, Katherine Daniel, am a concert fanatic. Seriously, if I could attend a show every single weekend, I would. Now that I think about it, there were some months (pre-COVID) when this was the case. Ah, the good ole days.