Time to go back into the office! What does the hiring landscape look like in 2026? LAK Group President Mike Grubich joins the show to talk about national hiring numbers and the outlook of different industries that look to hire more in the next year. We also look to where Wisconsin ranks in these projections. We also go over interview tips, and as tensions rise in the world – what you post on social can impact your career growth.

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“Welcome to At The Office—the podcast from LAK Group where we talk about what’s really happening at work, why it’s happening, and what leaders can do about it.

Today we’re tackling two things that are showing up everywhere right now: generational strife—and the growing trend of people snapping, venting, or outright yelling at their boss.

If that sounds extreme, it’s because it is. But it’s also a signal. When teams feel unheard, unclear, or constantly pressured, frustration doesn’t stay polite. And when leaders assume ‘work ethic’ is the issue instead of systems and trust, the gap widens fast—especially across generations with different expectations about feedback, flexibility, loyalty, and communication.

In this episode, we’re going to get practical:

• What’s actually behind the tension between generations at work
• Why conflict is escalating in some workplaces
• How leaders can set standards without creating fear
• And how to build a culture that feels like family and trust—not resentment and retaliation

Because the goal isn’t to win an argument with your team. The goal is to build a workplace where people can be direct, honest, and accountable—without blowing up. Let’s get into it.”

If you want, I can also write a shorter 20–30 second intro plus a teaser line for social.

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“Welcome to At The Office—the podcast from LAK Group where we cut through the noise and talk about what’s actually changing in work and culture.

Today’s episode is a 2026 trends briefing for HR leaders—and it all connects to one big tension: how do you modernize fast without breaking trust?

On the HR side, 2026 is being shaped by AI moving from ‘tools’ to real operating-model change—with CHROs being pushed to define HR-specific AI strategy, governance, and how work gets done.
At the same time, we’re seeing more emphasis on transparency in leadership, managing a truly multigenerational workforce, and reducing bias in AI-enabled hiring—because speed without fairness is a culture killer. 

And then there’s the other headline of 2026: Return to Office. Not just mandates—outcomes. Some organizations are pulling people back for collaboration and mentorship, but the data and commentary are also raising red flags about who benefits, who gets left behind, and how proximity can quietly reshape advancement. 

In this episode, we’ll break down what these trends mean in plain English—what to watch, what to avoid, and how to lead this moment with clarity, consistency, and trust. Let’s get into it.”

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It’s 2026, and the job market has a very specific feel: not a free-for-all, not a collapse—more like a cautious, tight runway. We’re seeing slow hiring coming out of 2025, with December adding about 50,000 jobs and unemployment around 4.4%—numbers that signal a labor market moving, but in low gear. 

So why does it still feel heavy at work?

Because the other half of the story is morale—and a lot of workplaces are dealing with lower engagement, stressed managers, and teams that are tired of uncertainty and constant change. Recent workplace research has flagged declining engagement and wellbeing, with managers especially feeling the squeeze. 

In this episode, we’ll break down what the 2026 job market signals for employers and job seekers—and what leaders can do right now to rebuild morale without lowering standards.

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Today we’re connecting two things that are shaping modern work in real time: what people post online, and why so many people are staying put.

First, social media. The workplace doesn’t stop at the office door anymore—and neither does your digital footprint. What you share can impact trust, confidentiality, your professional reputation, and even your employer’s brand—especially when posts blur the line between ‘personal opinion’ and ‘insider information.’ 

Second, the workplace trend known as job hugging—people clinging to their current roles, not necessarily because they love them, but because the market feels uncertain and the risk of moving feels higher than the reward. 

In this episode, we’ll unpack what job hugging signals about trust and stability—and we’ll lay out smart, practical guidelines for what to think about before you hit ‘post’ when work is the topic. Because if we want cultures built on family and trust, we need leaders and teams who communicate with clarity—online and off. Let’s get into it.”

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Today we’re talking about desk hoteling in the office—sometimes people say it fast and it comes out like ‘deck hotelling’—but the idea is simple: no permanent desks, and you reserve a workspace when you’re coming in, like booking a hotel room. 

And here’s the real question: does desk hoteling build flexibility and collaboration—or does it quietly create friction, inequality, and a culture where people feel like visitors in their own workplace?

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Gen Z isn’t “lazy” or “anti-ambition.” They’re calling out something a lot of organizations don’t want to admit: in many companies, the manager job has become high stress, low authority, and not worth the trade. That shift has a name—Conscious Unbossing—the intentional choice to avoid people-management roles in favor of autonomy, balance, and meaningful work. 

On this episode of Open Mike, Michael Grubich, President of LAK Group, breaks down what’s really behind the trend—and what leaders should do about it. We’ll separate hype from reality, get honest about why middle management looks like a raw deal, and lay out practical ways to rebuild trust, design leadership roles people actually want, and create growth paths that don’t require burnout.

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“Imagine you land the job you’ve been chasing for months. Great title. Great pay. Great team. Then HR calls and says, ‘One more thing—we received a letter from your previous employer.’

That letter? It claims you’re bound by a non-compete agreement.

This is more common than people think, and it’s why today’s episode matters. We’re going to demystify non-competes: what they are, why companies use them, what enforcement can look like, and what you can do—before you sign, while you’re employed, and when you’re ready to move on. Let’s break it down.”

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Stuck in a toxic work place? There are ways to solve that problem before just quitting outright.

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President Michael Grubich was on TMJ4 radio speaking with Vince Vitrano discussing the need for applicants to be proactive and not wait for companies to get back to them.  Click here for the full clip:

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