The hiring landscape is evolving at breakneck speed, and candidates aren’t shy about telling employers exactly what they want. But here’s the twist—what they say they want and what actually gets them to accept a job offer don’t always match up.

There’s been a lot of talk about Generation Z (those born between 1997 and 2012) in the workforce… and not all of it has been positive. They’ve been accused of being lazy and entitled, unwilling to put in their time and pay their dues, lacking grit, and much too focused on their feelings. But is that a fair assessment or just a bunch of stereotypes? (And what would your predecessors have said about you when you were entering the workforce for the first time?)

A common saying resonates deeply with many in the professional world: "People join companies and leave managers." This adage highlights a critical aspect of the workplace experience that often gets overlooked—while a company’s reputation, culture, and opportunities might attract talent, it’s the day-to-day interactions with direct supervisors that often determine an employee’s long-term satisfaction and retention.

It's an exciting time when a new leader joins your organization. You worked hard to attract and hire them, and you want them to stay, so do not underestimate the profound impact of effective onboarding. Beyond the paperwork and procedures, onboarding plays a pivotal role in shaping the culture and continuing the mission of your organization, empowering new leaders to become an integral part of the organization, and setting the stage for long-term engagement and contribution.