IntegraBlog

Are you Engaged this summer?

by: Joanna Gammon | Client Relationship Manager

Engage Charlotte (a division of the Charlotte Chamber focused on Young Professionals), sponsored by Integra Staffing, is throwing its 3rd Signature Event!! 

Are you Engaged this summer? 
If you haven't been, this is what you missed.  Engage Charlotte has created a blog sharing all the cool FREE activities in Charlotte (pretty edgy for a Chamber of Commerce to promote non-commerce generating activities, don't you think?)  And, since we know we want more than just blogs, we're coming together on Women's Equality Day to hear from the four women who publish Charlotte's biggest print publications to hear how media has evolved and why they are still relevant when groups like ours are blogging.  And, even though it's Women's Equality Day and our speakers are all women, boys are encouraged to attend. 

Man can't live on ones and zeros alone, but millennials seem determined to forego the nourishment of ink on paper in favor of digital media. Are they ink starved or digit hungry? How will newspapers and journalists adapt to this generation's preferences? Is this new media trend as prevalent in Charlotte as in other markets? Who will be the innovative leaders that help media adapt?

Join the discussion as we engage Charlotte's leading publishers on TUESDAY, AUGUST 26.
Guest Speakers

• Carolyn Butler
  Publisher, Creative Loafing 
• Ann Caulkins
  Publisher, Charlotte Observer
• Jeannie Falknor
  Publisher, Charlotte Business Journal
• Hilda Gurdian
  Publisher & CEO, La Noticia, The Spanish-Language Newspaper

Moderator
Michael Juby, Associate, Parker Poe Adams & Bernstein LLP

Please visit www.engagecharlotte.com to register! 

Engage!

by: Joanna Gammon | Client Relationship Manager

From previous entries, you have heard me mention Engage Charlotte.  The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.

If you are apart of a YP group, we reach out to you and your organization in an effort to collaborate.  The volunteer board of Engage Charlotte created a committee that is specifically focused on developing partnerships with other young professional organizations that are already contributing to our mission as stated above. We believe it is crucial, not to duplicate the many wonderful efforts already established in this area, but to provide a portal to highlight the progress and opportunity. We want to help by exposing the work that your organization is involved in and facilitating yp’s ease of finding information on many areas of interest that they may have. We would like to ask you to fill out an application so we can learn more about your current activities and be a part of marketing those efforts with you.  Please visit our website www.engagecharlotte.org.  Click on the Community Calendar tab.  Then proceed to step 1: Calendar Agreement Form. 

If you have any questions, please feel free to contact me at jgammon@integrastaffing.com and I’d be more than happy to answer any questions. 

Engage Charlotte - Engaging Risk = Achieving Innovation

by: Joanna Gammon | Client Relationship Manager

Engage Charlotte has released it’s first quarterly newsletter! Michael Juby, Engage Charlotte Chair, says “We are thrilled that you are interested in learning more about this great region and the important role you can play in shaping Charlotte's future! In our newsletters, we hope to provide you with concise, compelling information that will help you in your personal and professional development. We also want to help you connect to the region's business and civic leaders, to volunteer and leadership opportunities, and to one another. Feel free to contact me if you have any questions about our newsletter or Engage Charlotte - I would love to hear from you! Have fun getting Engaged!”

Engage Charlotte recently hosted their 2nd Signature Event at the Westin Hotel. Integra sponsored the event on… Engaging Risk = Achieving Innovation

"If you're not failing every now and again, it's a sign you're not doing anything very innovative." ~Woody Allen

Innovation is a rare and precious gem because so many people fear and avoid the risks necessary to achieve it. Of what are they afraid? Mistakes? Failure? Humiliation? Financial ruin? Those are legitimate concerns. However, mistakes and failure are excellent learning tools and should be embraced by young professionals and seasoned executives alike. As for humiliation and financial ruin, may we suggest calculated risks. Learn from an inventor and an intellectual property attorney how they engage risk to achieve innovation.

Guest Speaker: Louis Foreman founder and Chief Executive of Enventys an integrated product design and engineering firm with offices in Charlotte, NC and Hong Kong. Louis graduated from The University of Illinois with a Bachelors of Science degree in Economics. His interest in starting businesses and developing innovative products began while a sophomore with his first company founded in his fraternity room. Over the past 20 years, Louis has created 5 successful start-ups and has been directly responsible for the creation of over 10 others. A prolific inventor, he is the inventor of 9 registered US Patents, and his firm is responsible for the development and filing of well over 150 more.

The recipient of numerous awards for entrepreneurial achievement, his passion for small business extends beyond his own companies. Louis volunteers his time teaching small business classes at Central Piedmont Community College, and was just recently awarded the 2007 Instructor Achievement Award. He is a frequent lecturer and radio / TV guest on the topics of small business creation and product development, and is frequently invited by the United States Patent and Trademark Office to be a featured speaker on the topic of innovation.

In addition to being an inventor, Louis is also committed to educating others on the topic of intellectual property. Louis is the creator of the new PBS TV show, Everyday Edisons and serves as the Executive Producer and lead judge. The show is in production of its second season and appears nationally on PBS. In 2007, Louis became the publisher of Inventors Digest, a 20-year-old publication devoted to the topic of American Innovation.

Louis was a founding member of The Inventors Network of the Carolinas, a non-profit organization that empowers inventors through education, support, and networking opportunities. Louis currently serves as a board member for the University of North Carolina Charlotte Technology Commercialization Committee, The Entrepreneurial Leadership Council at Queens University, and the Central Piedmont Community College Small Business Advisory Board. In December of 2007, he was appointed by United States Secretary of Commerce Carlos M. Gutierrez to serve for a 3-year term on the nine-person Patent Public Advisory Committee of the United States Patent and Trademark Office.

Guest Speaker: Keith Agisim is Associate General Counsel for Global Intellectual Property for Bank of America.  Keith and his team are responsible for creating and implementing the Bank’s intellectual property and intellectual asset strategies, including protecting the Bank’s intellectual property, defending the Bank against claims of others, and monetizing the Bank’s intellectual assets.

Prior to joining Bank of America, Keith was IP Counsel at an affiliate of the Principal Financial Group, where he structured novel intellectual-property-based financings. The innovative structuring of these transactions earned a “Deal of the Year” Award from Securitization News and a “Deal of Distinction” Award from the Licensing Executives Society.  He also provided strategic intellectual property counseling to businesses to assist them in developing and monetizing intellectual property assets. 

Keith practiced law at Fish & Neave in New York, where he specialized in the protection, assertion, acquisition and divestiture of intellectual property assets.  He has also advised investors and investment banks on the evaluation of the intellectual property and licensing strategies, as well as valuation issues related to intellectual property portfolios.  In addition, Keith has litigated patent, trademark and copyright matters.

Keith graduated from the University of Michigan with a Bachelor of Science degree in Cellular and Molecular Biology and received a J.D. from Columbia University School of Law.

It's That Time...Graduation!

by: Mia Andrews | Recruiter

It’s that time of year…graduation time, when new graduates are either excitedly starting new careers or sweating that they picked the wrong major four years ago!  Despite the recent downturn in the economy, the job market for 2008 graduates is looking to be very promising. According to a recent study by the National Association of Colleges and Employers, the average starting salary offer is 4 percent higher for 2008 graduates than last year's alumni.  The study found graduates who will experience the highest increases are those with liberal arts degrees, whose average offer is up 9 percent.  Technical degrees and computer programming degrees saw substantial increases in offer amounts.  That said, new job opportunity has decreased in the industries hit hardest by the nation's recent economic troubles: finance and construction. According to the National Association of Colleges and Employers, new positions in finance and construction decreased by 7.5 percent and 2.8 percent respectively. Finance and accounting as well as business administration graduates will experience marginal offer raises compared to their 2007 alumni counterparts. 

 

Based on another hiring trends study conducted by Challenger Gray & Christmas with human resource professionals, 22 percent of U.S companies polled intend to hire more new grads this year than they did in 2007.  About 50 percent of companies will hire roughly the same number and only twelve percent of U.S companies are cutting back on entry level hiring, according to this study.  Recent graduate recruitment may actually be benefiting from the current economic slowdown due to the large number of baby-boomers retiring from higher level positions. Some baby-boomers may be taking early retirement instead of a layoff which opens a lot more opportunity for recent graduates to use their fresh talent to get a foot in the door with a company that is experiencing a loss of seasoned employees.

GENERATION Y…Gen Y’ers, Gen Y, 20-somethings, Young Professionals…YPs

by: Joanna Gammon | Client Relationship Manager
According to ChannelWeb Network, “By 2014 there will be nearly 63 million Generation Y employees in the workforce, while the number of baby boomers in the workplace will dip from 59 million today to fewer than 48 million.”  Companies need to start paying attention to this noteworthy group of twenty-something’s that are rapidly invading the workplace. 

 

The Charlotte Chamber identified a market and a need thus creating Engage Charlotte, an organization that focuses on young professionals.Engage Charlotte’s mission is to work with city leaders, the business community and organizations to attract and retain young professionals in our community. The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.  (www.engagecharlotte.org) 

 

Integra Staffing identified an opportunity to support an organization whose ultimate goal was to grow Charlotte! Integra is a founding sponsor of Engage Charlotte and has continued to support the organization in it’s efforts to be a “portal” to the community to get young professionals connected and involved in the Charlotte area. 

 

Hear what Integra Staffing is doing to attract YPs:    

“Integra not only recognizes itself as prepared, they are already attracting and retaining Generation Y’ers…Individuality is stressed at Integra, not to mention giving options to all individuals…examples…allowing employees to sale their unused PTO time back to the company…encouraging employees to be active on boards and in organizations where they feel they can make a difference, offering sabbaticals, allowing all employees to speak freely in weekly meetings both personally and professionally…reorganization is not necessary if a company truly sees people as individuals…not all Generation Y’ers are alike!!”

--Michelle Fish, CEO – Integra Staffing

 

Alan Gordon Immigration and Naturalization Law, is a full service immigration law firm providing services to foreign nationals, their families and employers.  Miguel Manna is a Board Member for Engage Charlotte whom I work closely with. 

“I think my expertise (if you can call it that) will be to attract International YPs to Charlotte. Due to my line of work I see a lot of highly educated professionals that are transferred to Charlotte; A lot of them complain that there is not much to do. I quickly dismiss that complaint and I actually take them out and show them what we have to offer.”

--Miguel A. Manna, Attorney at Law - Alan Gordon Immigration and Naturalization Law

 

Childress Klein Properties is one of the larger real estate development, investment and management companies in the Southeastern United States. Childress Klein Properties is a client of Integra Staffing. 

“We have had good success with employees in their twenties.   As a growing development and property management company, we rely on these new employees to fill in entry level positions.   Compared to the past, we find they come to us with energy and a willingness to take on new assignments.  They also bring an ingrained set of computer and internet skills that the more senior members of our company had to acquire.  These younger employees grew up with computers, text messages, My Space pages and Face Book resumes.  They look to incorporate technology in to all facets of their jobs.  This is a real positive in helping to increase productivity of a company.  The downside I see is that they are quick to use e-mail communication, even when voice or face to face meetings would be more effective.  I don't know if this is just because they have grown up with medium as their main form of communication, or because it is easier to address conflict from behind a computer screen.  I do believe it can make a tense situation worse, particularly when dealing with older customers. 

 

At the same time, there is no longer the idea of a career with a company that existed with their grandparent’s generation.  They have seen parents get laid off and will go to the next job to build skills and experiences.  This puts more pressure, on an employer, to recognize accomplishments and reward good performance.

 

My parents grew up just past the Depression, and carried with them the conservative financial values of that generation.  Their children, the parents of the current Gen Y generation, enjoyed the benefits of better education and an expanding economy.  In turn, these parents had more disposable income and probably exposed Generation Y children to many things they never had the opportunity to do.  They had soccer teams and dance lessons, and great summer experiences.

 

The upside is that Generation Y comes with a broad range of interests and exposure.  They want time from work to enjoy what life has to offer.  The down side is that I see some of these people, in their early twenties, dedicated to taking on mortgages and driving cars that I would think are beyond the reach of many beginning salaries.  Perhaps their parents are participating in their acquisitions, but it might also mean they are taking on a risky amount of debt.  There seems to be little delayed gratification for many.”   

--Chris Daly, Project Division Partner – Childress Klein Properties

 

Forbes rates Charlotte as #32 – Best Places for Singles and 12th for job growth! Charlotte is headquarters to Bank of America, driving distance to both the beach and the mountains, offers a wealth of good jobs, has two pro sports teams, and much much more.

 

If you’re a YP and looking for a great organization to get you connected to the endless list of possibilities Charlotte has to offer, Engage Charlotte may be the place for you! Network…connections…resources at your finger tips! Integra Staffing supports young professionals and Engage Charlotte’s efforts!

by: Joanna Gammon | Client Relationship Manager
According to ChannelWeb Network, “By 2014 there will be nearly 63 million Generation Y employees in the workforce, while the number of baby boomers in the workplace will dip from 59 million today to fewer than 48 million.”  Companies need to start paying attention to this noteworthy group of twenty-something’s that are rapidly invading the workplace. 

 

The Charlotte Chamber identified a market and a need thus creating Engage Charlotte, an organization that focuses on young professionals.Engage Charlotte’s mission is to work with city leaders, the business community and organizations to attract and retain young professionals in our community. The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.  (www.engagecharlotte.org) 

 

Integra Staffing identified an opportunity to support an organization whose ultimate goal was to grow Charlotte! Integra is a founding sponsor of Engage Charlotte and has continued to support the organization in it’s efforts to be a “portal” to the community to get young professionals connected and involved in the Charlotte area. 

 

Hear what Integra Staffing is doing to attract YPs:    

“Integra not only recognizes itself as prepared, they are already attracting and retaining Generation Y’ers…Individuality is stressed at Integra, not to mention giving options to all individuals…examples…allowing employees to sale their unused PTO time back to the company…encouraging employees to be active on boards and in organizations where they feel they can make a difference, offering sabbaticals, allowing all employees to speak freely in weekly meetings both personally and professionally…reorganization is not necessary if a company truly sees people as individuals…not all Generation Y’ers are alike!!”

--Michelle Fish, CEO – Integra Staffing

 

Alan Gordon Immigration and Naturalization Law, is a full service immigration law firm providing services to foreign nationals, their families and employers.  Miguel Manna is a Board Member for Engage Charlotte whom I work closely with. 

“I think my expertise (if you can call it that) will be to attract International YPs to Charlotte. Due to my line of work I see a lot of highly educated professionals that are transferred to Charlotte; A lot of them complain that there is not much to do. I quickly dismiss that complaint and I actually take them out and show them what we have to offer.”

--Miguel A. Manna, Attorney at Law - Alan Gordon Immigration and Naturalization Law

 

Childress Klein Properties is one of the larger real estate development, investment and management companies in the Southeastern United States. Childress Klein Properties is a client of Integra Staffing. 

“We have had good success with employees in their twenties.   As a growing development and property management company, we rely on these new employees to fill in entry level positions.   Compared to the past, we find they come to us with energy and a willingness to take on new assignments.  They also bring an ingrained set of computer and internet skills that the more senior members of our company had to acquire.  These younger employees grew up with computers, text messages, My Space pages and Face Book resumes.  They look to incorporate technology in to all facets of their jobs.  This is a real positive in helping to increase productivity of a company.  The downside I see is that they are quick to use e-mail communication, even when voice or face to face meetings would be more effective.  I don't know if this is just because they have grown up with medium as their main form of communication, or because it is easier to address conflict from behind a computer screen.  I do believe it can make a tense situation worse, particularly when dealing with older customers. 

 

At the same time, there is no longer the idea of a career with a company that existed with their grandparent’s generation.  They have seen parents get laid off and will go to the next job to build skills and experiences.  This puts more pressure, on an employer, to recognize accomplishments and reward good performance.

 

My parents grew up just past the Depression, and carried with them the conservative financial values of that generation.  Their children, the parents of the current Gen Y generation, enjoyed the benefits of better education and an expanding economy.  In turn, these parents had more disposable income and probably exposed Generation Y children to many things they never had the opportunity to do.  They had soccer teams and dance lessons, and great summer experiences.

 

The upside is that Generation Y comes with a broad range of interests and exposure.  They want time from work to enjoy what life has to offer.  The down side is that I see some of these people, in their early twenties, dedicated to taking on mortgages and driving cars that I would think are beyond the reach of many beginning salaries.  Perhaps their parents are participating in their acquisitions, but it might also mean they are taking on a risky amount of debt.  There seems to be little delayed gratification for many.”   

--Chris Daly, Project Division Partner – Childress Klein Properties

 

Forbes rates Charlotte as #32 – Best Places for Singles and 12th for job growth! Charlotte is headquarters to Bank of America, driving distance to both the beach and the mountains, offers a wealth of good jobs, has two pro sports teams, and much much more.

 

If you’re a YP and looking for a great organization to get you connected to the endless list of possibilities Charlotte has to offer, Engage Charlotte may be the place for you! Network…connections…resources at your finger tips! Integra Staffing supports young professionals and Engage Charlotte’s efforts!

Young Professionals Come together with Charlotte’s Former Leaders

by: Joanna Gammon | Client Relationship Manager
On Wednesday, March 19, Integra Staffing sponsored Engage Charlotte’s first signature event of the year at the Charlotte Convention Center!  Founded by the Charlotte Chamber of Commerce, Engage Charlotte helps strengthen the quality of life for young professionals (21 – 39 year-olds) and provide opportunities for activism and professional growth within the Charlotte community.  Julia Vickers-Koch, Director of Chapters and Councils for the Charlotte Chamber of Commerce, did a fantastic job coordinating this event. Michael Juby, Associate for Parker Poe Adams & Bernstein LLP, also did a fantastic job with introductions.  Bob Morgan, CEO/President for the Charlotte Chamber of Commerce, also gave a speech and I had the pleasure of officially meeting him for the first time!  The event’s moderator was Molly Grantham from WBTV.  Many Fox News reporters and other fellow reporters attended.  And now to the most exciting news…our guest speakers were Mr. Cliff Cameron, former Chairman/CEO of First Union (now Wachovia) and Mr. Hugh McColl, Jr., former Chairmen/CEO of Bank of America. 

Cliff Cameron, former Chairman and CEO Of First Union National Bank, was recently inducted into the N.C. Banking Hall Of Fame for his lifetime contributions to the banking industry. Cameron, 81, retired from First Union in 1985. His career in banking stretches back to 1949 when he began a mortgage-banking firm after World War II. Cameron is now active in the development of The University Research Park.

In 1886, Hugh McColl's great-grandfather organized the Bank of Marlboro, the county's first bank. His grandfather was president of the bank and McColl's father, who became president in 1931 at 25 years of age, liquidated the bank during the Depression and paid off all depositors.  McColl served two years as a troop leader in the United States Marine Corps before receiving his business administration degree in 1957 from the University of North Carolina at Chapel Hill.  After college he became a trainee at American Commercial Bank in Charlotte.  In 1960, the bank was merged with Greensboro's Security National Bank and became North Carolina National Bank, and McColl's ascent to national and international banking began.  In 1974, he became president of NCNB.  In April 1981, he was named vice chairman and chief operating officer of NCNB Corporation and in March 1982 he became president. McColl was named chairman of the board and chief executive officer in September 1983. In April 1998, NationsBank and San Francisco-based BankAmerica announced a merger that resulted in the creation of Bank of America, with headquarters in Charlotte.       

These two men literally led First Union/Wachovia and Bank of America to what they are today and one of the reasons why Charlotte is the banking capital of the world! 

This incredible event sold out with over 300 Professionals in attendance and achieved our goal of attracting young professionals and bringing them together with the past leaders of the community.

The event concluded with Mr. Cameron and Mr. McColl facilitating questions from the audience.  They discussed what young professionals can do to make a difference in Charlotte and stated what a great city Charlotte is for young professionals! 

Hiring for Experience or Eagerness?

by: Yin Lo | Client Relationship Manager
Because education continues to be a key factor in opening doors of opportunity, it’s no wonder more students are graduating from college now as opposed to just 20 years ago.  As a result, top companies have a larger pool of hungry and sharp graduates looking to take on the world!  Working with a recent college graduate is great because they’re not only educated but polished, moldable, and flexible.

However, with everyone getting their hands on the young and fresh, what about the more seasoned candidates?  From an employer perspective, many factors should be weighed before making a hiring decision.  The experienced individual may want/need a higher salary but also brings to the table a wealth of knowledge and practical experience.  Plus, these individuals often come with solid references if they were valued at their previous company.  The recent college graduate, on the other hand, is very trainable, adaptable, eager to learn, and often able to live off a lower salary initially (thanks to college)!  However, work ethics are yet to be determined.  It’s often a tough decision.

The way I see things, it comes down to the opportunity that your company has to offer and how that role will benefit you and the employee in the long run.  Graduates will jump on an opportunity with no hesitation if they feel it will get their foot in the door to a great company that will offer greater opportunities.  If you keep them in that role for too long, however, they get ready to jump ship.  Yes—there can be a lack of loyalty there; that’s often the Gen Y mentality.  Long gone are the days where you have young individuals that will remain with the same company for the 20 or 30 years.  On the other hand, seasoned employees appreciate opportunities given to them and embrace it.  I’m not saying they’re not hungry either—as humans, we have a predisposition to continue learning.  They’re just more interested in job stability.

So when deciding who to target for your hiring needs, it’s important to map out the role, responsibilities, and realistic opportunities a position offers to ensure you’re identifying the right candidate. 

Tips for Today's Grads

by: Renee Boatwright | VP of Recruiting
As seniors finish their last semester of college and prepare to enter the workforce, the current state of the nation’s job market can be scary to say the least. The media is reporting significant job cuts on a weekly basis and talks of recession seem to increase by the day. Soon-to-be college graduates are entering the job market at a less than ideal time, in some of their opinions.

My advice to recent college graduates is to keep an open mind while searching for career opportunities. I recommend working with a staffing company to secure a contract or short-term assignment in order to get a “foot in the door” with a company. An open mind regarding assignment type, pay, and schedule combined with a positive attitude is sure to open doors and allow opportunities to surface that may otherwise not have been possible. Remember that a short-term contract assignment always has the possibility to lead to a permanent opportunity. Every day I see college graduates (with a can-do attitude) go from a contract assignment to being hired on permanently and then moving up with the company. The position accepted today can turn out to be so much more tomorrow.

Generation Y Recap

Joanna Gammon | Client Relationship Manager
Gen Y is also known as Millennials or Echo Boomers who include more than 70 million Americans born between 1977 – 2002.  A narrower definition of a Gen Yer is anyone from 16 to 27 years of age.  This view is based upon the thinking that as society accelerates, the generation time frame shortens.   

Effect on Workforce

Under the narrow definition, as they take their first jobs, Gen Y would be the fastest-growing segment of the workforce — growing from 14% of the workforce to 21% over the past four years to nearly 32 million workers.  Source: Bruce Tulgan of RainmakerThinking

About Gen Y Wokers.

High expectations of self: They aim to work faster and better than other workers.
High expectations of employers: They want fair and direct managers who are highly engaged in their professional development.
Ongoing learning: They seek out creative challenges and view colleagues as vast resources from whom to gain knowledge.
Immediate responsibility: They want to make an important impact on Day 1.
Goal-oriented: They want small goals with tight deadlines so they can build up ownership of tasks. 

Source: Bruce Tulgan of RainmakerThinking

Gen Yers are up for a challenge, thrive in collaborative work environments, need communication, like non-traditional benefits, and love change/promoting from within!

Change is Good for Generation Y

by: Joanna Gammon | Client Relationship Manager
We all saw the Enron and Arthur Andersen scandals and are skeptical of concepts such as employee loyalty.  Gen Yers do not expect to stay in one position, or even a career, for too long.  While in a position, they do not expect working on one assignment for too long either.  Remember, this is a generation of multi-taskers!   

Generation Y also believes in their own self worth and values.  We are not shy about change or changing the company we work for…it’s an “addiction” to CHANGE.  How could we better ourselves and our companies by keeping our mouths shut?...that’s why we like to speak out.  From the first day of employment, we walk in with high expectation – for ourselves, our employer, and our boss.             

The saying “moving up the ladder” doesn’t mean staying stuck in a position, it means CHANGE!  Who would take a position if they didn’t see potential for growth within the company?  This is why it is so important for a company to recognize an employee’s skills/achievements and promote from within.  When a company promotes from within, it’s shouting “Hey, we value you as an employee and we want you to succeed in our company.”  These are the types of companies Gen Yers look for.