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Managing employees isn’t exactly a walk in the park.
People are complex, and everyone's a little different. We aren’t all motivated by the same things.
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One of our specialties at Lighthouse Research is diving into internal talent mobility. We’re talking with vendors that sell the technology. We’re working with companies that are adopting these practices. And in a recent webinar with WorldAtWork, we explored multiple case studies of employers that have innovative or unique approaches to talent mobility. But we still get a lot of questions around the adoption points: leadership buy-in, getting managers on board, and more.
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Businesses often face the challenge of retaining top talent and generating a healthy bottom line. With 82 percent of employees reporting that culture is a potential competitive advantage, it seems like a no-brainer that this would be a top priority. However, many executives still wonder what culture can do for the business as a whole.
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Driven by this demand to deliver a more engaging, satisfying career experience, companies like The Muse are reinventing how they nurture, develop and support employees along every stage of their career path. With just over 120 employees, the company focuses on making better connections between companies and candidates to help firms attract and retain the best emerging talent by telling a more authentic and compelling employer story.
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With the rise of the gig economy and a wider swathe of Americans defining work on their own terms, the assumption of slow payments isn’t as safe as it once was. Gig workers—the independent contractor crowd—are on a healthy growth curve. According to the PYMNTS Gig Economy Index, “Gig economy workers are projected to account for more than $677 billion of total U.S. income in 2017.”
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