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Is the Work Getting Done? Five Ways to Monitor Employee Performance

Undermanagement is a chronic issue affecting organizations of all shapes and sizes. But that doesn’t mean that the majority of managers simply don’t want to do their jobs – most managers want to be great, highly-engaged leaders! So, what gets in their way? There are a number of myths that prevent managers from being strong,…

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Are You Ready for Gen Z?

by Alexandra Levit Millennials have captured the global workforce’s imagination. And Millennials are important, of course, as they are our current and rising leaders. But what about Generation Z, born 1996-2012? This year, the oldest Gen Zers will enter the professional workforce, and they are very different than what we’ve come to expect from the…

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Hiring Gen Z: Takeaways for Today’s Talent Wars

When it comes to hiring, there’s a lot of advice out there about how to attract the best young talent. Make sure they have access to technology, pair them with a workplace friend, offer flexibility – these solutions make sense on the surface, but they aren’t necessarily specific enough for employers to know which steps…

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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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