We were founded in 2012 and by our first birthday, we had created a powerful (and future-award-winning) generational keynote to help audiences navigating multiple generations in the workplace, which was and still is challenging. In 2014, Workforce magazine in Chicago named me a “Game Changer” for our unique approach to bridging generational gaps in the […]

We’ve experienced the “Great Resignation” of our workers and based on a plethora of recent conversations I’ve had with executives, directors, and managers across various industries, I’m now predicting, “The Great ManagementWalk-Out.” Are you aware of how much managers are currently juggling and just how close they are to their breaking points? So, what happened?

Despite the new hashtag, #quietquitting is not a new phenomenon. A #quietquitter is an employee who refuses to go “above and beyond” when they see no benefits of more pay, more respect, or more recognition from the added workload. They are simply doing the job they’ve been hired to do but are not accepting more

At Magnet Culture, we dive deep into our client’s turnover issues. Sometimes this leads to surprising findings that help us serve future clients. One of our clients is a ready-mixed concrete company. The leaders expressed concern due to a high turnover rate specifically among the truck drivers. What we uncovered is applicable across every organization

We know people want to grow. We know people want to advance—not just in their careers but in their lives. Some call it the “lifestyle creep”. It’s when you make a little bit more money so you’re going to get Netflix and Hulu. Then you make a little bit more money and you’re getting Apple+.

This blog may be prompting you to raise an eyebrow and begin searching for any number of sarcastic memes, but sarcasm is a gateway to toxic office culture. Creating a positive office culture is one of the best ways to improve workforce morale and increase employee retention. While many people value a witty work environment,

In a staffing crisis, when there are more open positions than there are applicants and new hires are quickly leaving, it’s easy to point the finger and say we just need to hire better people. While it’s true that we must hire the right people, it’s worth a look inward as well to make sure

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