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What Equality and Inclusivity Mean for Generation Z

When it comes to work, Gen Z is all about the human element. Supportive leaders and positive relationships with coworkers support Gen Zers in their own careers, but what about everyone else? Isn’t Gen Z supposed to care about equality and inclusivity? Our data shows that the answer is yes – Gen Zers do care…

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The Human Element is Key: What Our Research is Teaching Us about Gen Z

When we brought in four young interns this summer at RainmakerThinking we realized we had a great opportunity to have Gen Zers interview their peers. We’ve been studying young employees since our founding in 1993, when Gen X was the focus of our generational research. Since then, we have kept our finger on the pulse…

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Google’s 10 Great Boss Traits Are the Essence of Highly-Engaged Management

In 2008, Google launched a research initiative codenamed ‘Project Oxygen’ to determine what qualities make a good boss. They recently came up with a top ten list, and while the results aren’t necessarily shocking, what is shocking is how often these basics are overlooked. This high-structure, high-support style of management – what I typically call…

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Five Ways to Take Advantage of the “Development Investment Paradox”

When it comes to being an employer with a strong reputation for training and development, I have good news and bad news. The good news is that you can successfully build a culture of learning on your team or in your organization. The bad news is that if you do manage to get employees engaged…

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3 Reasons Why Your Attraction Efforts Aren’t Working

You may have noticed that despite using the most tried and true tactics, your organization is no longer attracting the top-quality talent that it used to. Competitive salary, good benefits, and long-term career paths are no longer enough to make you stand out as an employer. So, what do you do? Many employers today realize…

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When Attraction Doesn’t Equal Retention: How to Make Flexibility Work

Flexibility is the key word in the Talent Wars today: flexible scheduling, flexible location, flexible pay, and even flexible employment itself. The benefits of such flexibility are probably obvious. By allowing employees to set their own terms, you create a unique value proposition that makes them less likely to jump ship and work for your…

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Better Hiring, Attraction, and Retention: 6 Key Takeaways from the New York Times, Part 2

In my previous post, I shared the first three of my top six takeaways from Tessa Ann Taylor’s hiring strategy at The New York Times: Widen the Scope of Your Hiring It’s Worth the Effort to Hire that One Great Person Culture Is What Truly Makes You Stand Out as an Employer Here are the…

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Better Hiring, Attraction, and Retention: 6 Key Takeaways from the New York Times, Part 1

As unemployment goes down, the talent wars heat up. Employers are realizing that they must adapt in order to attract, motivate, and retain the best talent in 2018. Some are simply entering into bidding wars with their competition, increasing pay or perks in order to make their employment offer seem more attractive. But bidding wars…

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How to Retain Top Talent: The Prestige Factor

The question is: In today’s talent wars where employees have more negotiating power in the job market, how DO you gain control of turnover and create a winning culture that attracts and retains the best employees?

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The Eye of Sauron: How NOT to Create a Management Culture

Management culture has a huge impact on the success of an organization. Management culture affects morale, productivity, profitability, and informs prospective employees’ opinions of a company even before they consider applying there. Simply put, management culture matters. And every company has a culture whether they are thinking about it or not. Whatever leadership behaviors are…

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