Sam Szuchan’s Post

Constructive feedback is the greatest gift a boss can give. If you know something that can genuinely help someone’s career… …you’re obligated to tell them, no matter what. As Adam Grant says, “Honesty is the highest form of flattery.” Don’t let your ego hold other people back.

I used to have frequent check-in meetings with my assistant. But she spoke up one day, saying: "I don't think these calls are adding much value." Her reasoning? Almost everything we discussed could be handled through Slack or Loom, without eating into our time (and her focus). I thought about it... ...and quickly realized she was right. So, we completely ditched the meetings. That shift happened awhile back… And she’s knocked out every assignment since. Handling clients? Like a champ. Reporting? Done to perfection. But that’s not the most important thing—this is: She felt safe to criticize my workflow. And if I didn’t have a clear open-feedback policy, she’d have silently suffered through our pointless meetings without saying a word. So a big lesson for all managers out there: Lose the ego, and create a safe space for open dialogue… Or you'll lose top talent to leaders who do.

The best way to save on (expensive) employee onboarding: Keep them from leaving in the first place. How? Respecting them through your actions, not just your words. Stuff like: → Paying them fairly → Allowing plenty of time off → Caring about their health and wellbeing → Treating them like grown adults (no micromanaging) Simple, right? Because too many bosses fuss over paying employees more… …but miss the bigger picture. Hiring and training costs are sky-high— Not to mention, when people leave, their knowledge walks out too. So I started thinking ... Investing a bit more in your team actually saves you TONS of money. Because, in the long run, investing in your people… ...is the *same thing* as investing in your company.

If your commute to work takes a full hour (there and back)... …you spend 40 hours commuting every single month. That's an entire week’s worth of work — completely gone. Every. Single. Month. Now imagine that over 3 months, 6 months … even a year. And it’s not just about those lost hours, either— It's the stress, the strain, and the sheer waste of it all. So, when we talk about going remote... ↳ It's not just about boosting productivity. It's about respect. Understanding. Health. For your team. And for their well-being. So, managers, if your team CAN go remote, think about it— It's more than convenience… …it’s a statement. You're telling your team, "I see you. I value your time and peace." And that empathy? Beyond pricless. Because remote isn't just another way of working— It's a path to a more humane, connected, and supportive workplace. So think less about your office. And more about the people who make it all possible.

Too many bosses think the world revolves around them. And when something doesn’t go their way, they lash out. Passive aggressiveness, bullying, shaming, even yelling — all okay the moment “respect” stops being convenient for them. But that’s not how good leaders behave... Good leaders know that respect is non-negotiable. That’s why the world’s best talent flocks to them — and runs far, far away from would-be leaders who just don’t get it. So, if you want to run a top company— Make respect the foundation of your culture.

I urge my fully-remote team to take lots of breaks. But recently, someone asked me— "Why let your team take breaks when they should be working?" And not to be preachy... But this is exactly what's wrong with modern work culture. Some bosses still measure performance based on time spent… Instead of actual results. They’d rather spend their valuable time micromanaging adults… …instead of letting the people *they hired* do their jobs. I have just have to ask: why? → Why can you trust the people you hired? → Why put that stress on yourself? → Why undermine your top talent? Because if you can’t trust your team… Why would you hire them in the first place?

There are two types of leaders: 1. Narcissistic leaders 2. Humble leaders Narcissist leaders see talent as a threat. If they’re not *clearly* the smartest person in the room, their shot at a promotion/safety of their ego is on the line. But humble leaders want to be surrounded by talent. They don’t want to be the smartest person in the room — they want capable coworkers who *make them* smarter. That’s why humble leaders are the best leaders— Make sure your organization is led by the right people. (h/t Adam Grant)

Those “first times” in your career always hurts the most. Your first firing. Your first rejection. Your first negative feedback from your boss or client. But that first time never stops you from having a next time. Your “failures” are just teaching moments— So keep going. You can do this.

Crucial career lesson: You don’t have to be “nice.” Being the “nice” person who says "yes" to everything gets you exploited, stressed out, and taken for granted. So, instead, choose to be respectful. Of others, sure— But most importantly, respectful of yourself.

We onboarded a new team member. And right after we signed, she told me: "I’m single with twin infants and might need a break to help them sometimes.” The reason she waited to tell me? She got passed over for other jobs because she's a new mother— Even though she was fully qualified for the work. She couldn't confirm it, but knew potential employers assumed she wouldn’t be as productive as someone with no young kids. Sadly, I wasn’t surprised. But I told her, "As long as the work is done on time, I'm fine." Could be 2 babies or 10 — didn’t matter. And guess what? Months went by… And she proved to be highly efficient— Meeting (and beating) all her deadlines. She juggled life with twins and still delivered top-notch work. So here’s my take: People shouldn’t feel the need to hide their paternal status from employers. Because being a parent isn't being a liability... It's being human ... and with just as much of a right to work as anyone else. Because honestly: As long as good work is done on time, what else matters?