Business transitions (think mergers, acquisitions, or even internal leadership changes) are often necessary to safeguard the future of the company. Still, we rarely talk about how just as profoundly they can affect employee morale.

How you plan your transition can either maintain or derail your workforce’s motivation and engagement — two factors critical to both the company’s efficiency in the short term and success in the long term.

Planning succession within the company is an often overlooked but critical strategy for any business that wants a legacy that lasts. At its core, succession planning ensures the smooth transfer of leadership when important team members move on, move up, or retire.

Your greatest competitive advantage isn't in your balance sheet. It's in your people. Sadly, too many business leaders overlook this fact.

Your people are the driving force behind every milestone, every success story your company achieves. This makes investing in your workforce much more than a strategy to reduce turnover. Dare we say, it is the secret to long-term growth.

Without a doubt, you've now heard the phrase "the great resignation". But, is it just the over-hyped symptoms of an employment market in flux, or does it point to broader issues and lessons, particularly for small- to medium-sized business owners?

We talk about what business owners should consider when planning a "back to the office" transition. We discuss habits established while working virtually and what of these habits owners should consider continuing as they transition.

We discuss some of the differences in the way Hong Kong responded to COVID-19 and what that meant for businesses in the region.

How do you motivate your staff to perform at their optimal level? How do you recruit the best people for your business? And how do you find out what drives them? Let’s find out.