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Millennials are now the largest generation in the workforce, and their expectations of employers are different to those of older generations. Yet, many organisations have traditionally had a ‘one-size-fits-all’ approach to employee engagement. How should we address millennial engagement and what roles do managers play?
Considering how much time and money goes into hiring and training new employees, the impact of people leaving comes at a large financial cost to any organisation. From our experience, the best way to mitigate the risk of your most talented people leaving is through an engaged workforce.
Fundamental to creating a highly engaged organisation is the engagement of leaders’ themselves. It’s therefore critical to understand what motivates and drives leaders so they can better engage colleagues around them and drive business results.
Career expectations have changed dramatically in the last decade. Jobs tend to be more project-based, employees demand more flexible arrangements and people move in and out of the workforce with increased fluidity.
Today’s global economy has had a major impact on the way organisations operate. Although successful organisations often apply a modest, continuous level of change, in the past few years, organisations have had to employ significant business and talent survival tactics in response to challenging economic conditions.
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