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I have a soft heart for my coworkers.

Which letter should come next at the end of this series: U P L?

During a Division meeting, an employee raises a concern that leadership is not doing enough to support employees from underrepresented backgrounds. They specifically mention a lack of career development opportunities and support for diverse talent. You can see some others in the room are nodding in agreement. What would you do?

An employee with a long history of taking extensive medical leaves and long-term disability (LTD) recently was injured on the job and will need to miss at least 2 months of work. She has exhausted all of her FMLA leave and only has a few weeks of LTD left. She has no other leave available, and by policy, she will be subject to termination at the end of her LTD in two weeks. What should you do?

A person who is intractable is…

A leader at your Division approaches you with concerns about an employee who has been taking frequent intermittent FMLA leave. They express frustration, saying that the employee’s absences are disruptive to the team and hint that they might start scheduling the employee for fewer important projects to avoid issues with the team. What would you do?

Which letter should come next at the end of this series: E, H, N

An employee approaches you and says they believe their Manager has been treating them differently since they filed a formal complaint about unequal workload distribution. They claim they’ve been left off key project assignments and ignored during team meetings, and they suspect it’s in retaliation for speaking up. They don’t have concrete proof, but they’re visibly distressed and unsure whether to escalate the issue. What would you do?

I don’t worry much with getting things exactly perfect at work.

You hear from one of the plant supervisors that a new teammate is not performing well. What should your first step be in determining the cause of the poor performance?