AI is reshaping the workplace, but the secret to retaining top talent isn’t just about upskilling—it’s about human-skilling. In this era of rapid change, employees need guidance, growth, and genuine connection more than ever. In this post, I’ll share how the principles of Love ‘Em or Lose ‘Em can help managers and HR leaders turn AI from a workplace disruptor into a powerful tool for engagement, retention, and career development. Because when you invest in your people, they’ll invest in you—AI and all.

If there’s one thing I know for sure, it’s that engagement and retention are never “solved.” They’re like houseplants—requiring ongoing care, attention, and the occasional adjustment to thrive. Our recent community discussion with Rali revealed just how much organizations are still refining their engagement strategies. While some are making strategic pivots, others risk falling behind.

From leadership buy-in to budget constraints and proving ROI, the conversation surfaced six key challenges leaders are facing today. But here’s the good news: the most effective engagement strategies aren’t about big budgets—they’re about intention. Whether it’s recognizing employees, fostering transparency, or equipping managers with the right tools, small, deliberate actions make the biggest impact.

Engagement isn’t a one-and-done effort—it’s a continuous conversation. Are you having it? Read on to explore what’s working, what’s not, and how to keep engagement alive in 2025.

When the first edition of “Love ‘Em or Lose ‘Em” came out, it was a mega hit. My co-author Sharon Jordan-Evans and I were thrilled. Then we started getting feedback from managers who said, “Your book is great, your training was great, but why is the responsibility always on our shoulders? What roles do the employees play in their own careers?” And we slapped our own foreheads, gob smacked by our stupidity and realized…they were right! We said - let’s put some of the responsibility for engagement into the heads and hearts of employees and help them understand how to get what they want at work without moving to new pastures.

A family is commonly defined as “a group of individuals united by blood, marriage or adoption…” But that same definition goes on to include individuals united by “other close association, contact or familiarity.” This may be why employees often refer to their work unit as “my work family” – and why their managers might do well to think of their employees as “my talent family.”