OG Tuesday Issue #230

🧘 How to manage employees’ mental health during the return-to-office shift.

🧑‍💻 Choosing the right AI tools for your side hustle or small business.

🏩 Changing your last name after marriage can actually affect your career.

↪️ The strategy for making a professional pivot.

Assessing FMLA (Family and Medical Leave Act) abuse requires a delicate touch. Those in leadership roles face the unique challenge of balancing strategic responsibilities with fostering a supportive and inclusive company culture.

But looking at the big picture, it’s easy to see why FMLA abuse can’t be minimized or ignored.

Misuse of this benefit may present itself rather quietly but can lead to much louder issues like operational disruptions, imbalanced workloads, and fractured trust in leadership and the organization.

To address the misuse of FMLA benefits appropriately, let’s start by understanding what it actually is.

Identifying FMLA Abuse

The Family and Medical Leave Act grants eligible employees up to 12 weeks per year of unpaid, job-protected leave for specific medical and family reasons. FMLA abuse typically shows up as employees falsifying medical documents or taking approved leave for personal activities unrelated to their documented medical or family obligations.

Preventive Strategies

• Effective communication sets the tone and ensures all employees understand their rights and responsibilities under the FMLA guidelines. Establishing clear expectations reduces misunderstandings and improves federal policy compliance.
• Be sure to maintain accurate records of all communications related to FMLA usage, including leave requests and medical certifications. Keeping thorough documentation of all-things FLMA protects everyone—the organization, its leadership, and the employees.

Addressing Suspected FMLA Abuse

What to do if you suspect an employee of FMLA abuse?

1. Gather tangible data – Review the documentation for patterns or discrepancies. Gather any questionable information you may find that could need clarification or further investigation.
2. Have a conversation – With your ‘receipts’ handy, sit down and have a respectful conversation with the employee. Give them an opportunity to provide clarity and fill the gaps left in the document trail.
3. Request documentation – If the conversation still leaves you with unanswered questions, you can request supporting documentation from a healthcare provider. Just be sure to approach these requests carefully to ensure your actions don’t appear punitive or infringe on the employee’s privacy.

Compliance Considerations

Maintaining legal compliance while addressing FMLA concerns is non-negotiable. Consulting with legal experts before taking any kind of disciplinary action ensures that you always stay within the bounds of the employment laws.

Tip: Want to avoid an FMLA fiasco? This 25-min course breaks down everything managers need to know—from federal laws to your company’s policies.

By approaching it proactively and empathetically, you can effectively manage FMLA usage without damaging trust, morale, or operational excellence. 🎆

HR isn’t just about paperwork, compliance, and making sure payroll doesn’t implode—it’s about shaping company culture, keeping employees engaged, and driving real business impact. But when your tools are clunky, disconnected, or built for another decade (hi, legacy HRIS systems), you spend more time chasing approvals than actually supporting your team.

That’s where HiBob comes in. It’s a modern HR platform designed for fast-moving companies that want to automate the boring stuff and focus on what actually matters—building workplaces where people want to stay.

What Makes HiBob Different?

📊 Turn HR into a Strategic Powerhouse: HR teams aren’t just handling paperwork—they’re shaping the business. With real-time insights on engagement, retention, and performance, it’s easy to prove how HR drives results.

⏳ Get Hours Back with Smarter Workflows: Hiring, onboarding, performance tracking—when processes are automated, there’s less time spent on admin and more time spent on strategy.

🌎 A Connected Workplace, No Matter Where Teams Are: Whether remote, hybrid, or in-office, people work best when they feel connected. HiBob’s engagement tools, surveys, and org charts make it easier to build culture at scale.

💰 Simplify Pay Transparency & Compensation Planning: Clear salary structures. Equity tracking. Compliance made easy. No more navigating pay decisions in the dark.

🔗 Plays Nice with Your Existing Tools: Integrates seamlessly with Slack, Microsoft Teams, payroll systems, and more—because HR shouldn’t exist in a silo.

HR is no longer just about keeping things running—it’s about making things better. If your current HRIS isn’t helping you do that, it’s time to upgrade.

See HiBob in Action.

TA reader, Brittany, asked:

“Who are the best folks to consult when making a career move once you’ve hit Director/VP level?”

Great question!

When you’re already in an executive-level position and considering your next career move, the landscape gets a bit more nuanced. You’re no longer just looking for a job—you’re making strategic decisions that could define the rest of your career. (No pressure.)

Something to remember:

“If you want to go fast, go alone. If you want to go far, go together.” — African proverb

Having a team of people who keep you on track and hold you accountable is equivalent to having your own personal/professional advisory board. Here are a few resources you’ll want to tap into to help you reach your C-Suite goals.

Industry Mentors: Look for seasoned professionals who have walked the path you’re aiming to travel. They can offer invaluable insider information about potential pitfalls and opportunities you might not have considered. Reach out to past colleagues and LinkedIn connections, too—most people are happy to share their experiences.

Peers in Leadership Roles: Those who are in similar roles at other companies can directly empathize with your daily challenges. They may even have unique strategies for how to best position yourself for growth based on the evolving job market and emerging trends.

Executive Recruiters (Headhunters): These folks have their finger on the pulse of the job market at your level. They can provide insights into what companies are looking for and help you understand how competitive your skills are vs. the current market demands.

Executive Coaches: Research from the International Coaching Federation (ICF) shows that 87% of companies see a positive return on investment from high-level coaching. Executive coaches specialize in helping professionals like you to:

• clarify your goals
• assess your strengths
• navigate complex career decisions

A good coach will also help you to:

• uncover blind spots
• develop a strong value proposition
• fine-tune your leadership brand

Trusted Personal Advisors: Your inner circle—a spouse, close friend, or family member—can offer a different but equally important perspective. Even if they’re not in an Executive Leadership role, they know your values and can help you stay grounded when weighing big decisions.

💥 Bonus Tip: Network strategically. According to a professional connection-maker, 80% of the job hunt is networking, while only 20% is actually applying. Engage in industry events, join relevant professional groups, and keep your LinkedIn page active and fresh.

P.S. If you’re looking for a powerhouse network of ambitious women, join The A-List Alliance—our private Slack community designed to connect high-level professionals like you.

A Trybe ticket isn’t just another conference expense—it’s a high-impact investment in your career and future success.

At Trybe, you’ll gain:

✅ ROI on Your Career – Walk away with new skills, actionable strategies, and industry insights that set you apart.

✅ ROT for Your Organization – Bring back fresh perspectives, innovative ideas, and meaningful connections that drive real results.

✅ A Power Network – Connect with high-impact leaders and decision-makers who open doors to new opportunities.

The smartest investment you can make? Investing in yourself. Secure your spot at Trybe and turn insights into impact.

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“Build connections throughout your organization, through informal coffees, interest groups, or any networking opportunity you get. You never know who is rooting for you behind closed doors, and the more people you connect with who appreciate your work and like to work with you, the better positioned you are for progression—and protected against cutbacks. Even in a remote setting this is possible, through apps like Donut, Team/Slack interest channels, and arranging coffee Zoom meetings with colleagues.”

— Jade Emmons (Communications Director)

👉 The Search: Your weekly job search playbook—insider tips, hiring trends, and job search scripts, with a side of humor to keep you sane.

💤 Your best night’s sleep yet could be behind a NodPod weighted sleep mask.

🧦 Luxe socks and your feet go together like chocolate and peanut butter.

🚨 The little “keychain” that’s actually a wing woman for personal safety.

🚨 Open Jobs: Visit our job board here.

⭐️ Answer to the riddle.

✨ P.S. Want more inspiration and positivity to kick off your week? Sign up for our Motivational Monday texts (U.S. only).

👀 Want to see if your company is a good fit for our 100k+ ambitious readers? Join our Sponsor Waitlist here.