By Tim Elmore Janet experienced trouble at work just two weeks after she hired Rory. In their weekly meetings, Rory began expressing his distaste for the department’s current strategies. He described their team as a big “L” (meaning “loser”) and said he didn’t know why they weren’t implementing better ideas.    Everyone glanced over at Janet, wondering how she’d respond to his audacity.

By Tim Elmore   Last month, Janet called Rory into her office. She’s the department manager and Rory, a young professional, serves on her team. She did not appreciate his disrespect toward her when he questioned her authority and her decision in Monday’s meeting. Things came to a head when he walked out of her office before the issue was resolved. She

By: Tim Elmore Ten Ideas to Keep Your Best Generation Z Talent Tim Elmore / GrowingLeaders.com / TimElmore.com    “Eighteen months,” declared my friend over lunch last week. “That’s about how long my young team members stay on the job. Some only last 90 days. I don’t know how to keep them.” Indeed, my friend’s experience is not isolated. Gallup released a report in 2016