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Right now, the job market is a bit hectic, and with the commercial real estate market cooling down, you might have doubts about changing jobs. Even if you’ve accepted a new position with the company of your dreams, it’s natural to second guess your decision.

And if you’re as valuable a team member as you think you are, there’s a good chance your old company might not want to see you go. They might ask you to reconsider or offer a raise. That’s when you need to stop and think clearly about your situation. Don’t let emotions cloud your better judgment. Ask yourself, should I really accept a counteroffer or stay the course?

Let’s break this down and get a better understanding of the pros and cons of accepting a counteroffer from your current employer.

Replacing You Won’t Be Easy

Think about this from your supervisor’s perspective for a moment. This probably isn’t very convenient timing (it never is), and there’s always the concern that your move might signal to others that they should look elsewhere.

Your manager knows it won’t be cheap to replace you. And there’s always the personal aspect of all of the emotional investment and team building that might be seen as a wasted investment. But regardless of how negative someone might look at your changing companies, that doesn’t mean you can undo it by accepting their counteroffer.

In CRE and other competitive job markets, there can be a lot of cost associated with employee turnover. And you can’t blame your supervisors for trying to keep you instead of rolling the dice on a new hire. That’s why about half of all resignations are met with a counteroffer. It’s predictable and understandable.

But that doesn’t mean it’s a good idea.

Remember, as good as your working relationship might have been, much of what is motivating this counteroffer is whether or not this will mess up the quarterly numbers or get in the way of an upcoming personal vacation or look bad for the stakeholders. Believe it or not, what’s best for your career is not driving them at this point.

Problems That Arise When You Accept a Counteroffer

There are a number of pitfalls associated with accepting that offer to take some extra vacation time or a generous pay raise.

First and foremost, if you accept a counteroffer based on financial gain, this could damage your reputation. Your manager might see you as only motivated by money. Your professional brand could suffer, and others might perceive you as simply loyal to the highest bidder.

Secondly, no matter how strong your professional relationships may be, on some level, you will always be viewed with suspicion from this point on. You will always be seen as a potential flight risk. As a result, you will be on the short list for termination should things get sticky. Or at the very least, workplace rapport will never be the same again.

Thirdly, if you accept a counteroffer, you’ve just soured your reputation with the company offering you a better position. Even if you only gave an oral commitment to hire on, reneging is seen as a broken trust. And if you go back on that agreement and things don’t work out with your current employer (and they usually don’t), you can’t go back to that other company. That bridge is already burned.

The Counteroffer Isn’t What You’re After

What was it you were looking for when you interviewed for this new position? Did your supervisor not appreciate your contributions? Was the commute too much for you with current gas prices? Or maybe you just didn’t find your job very fulfilling.

Whatever the motivation, chances are, an early promotion or a little more pay won’t provide what you’re really after. And if you accept the counteroffer, within a few months, those nagging problems will bubble back up to the surface.

There’s a reason employees who accept counteroffers usually leave anyway within a year. If they aren’t laid off or fired, they find the underlying problems are more unbearable and leave for the first opportunity that comes along. And that opportunity usually isn’t as good as the one that motivated their resignation in the first place.

Remind yourself why you accepted this new offer and be excited for the future in front of you. When you submit your resignation, be polite, but be firm. Inform your current employer that you have already considered all of the factors and that your decision is final. Though you will look back fondly on this time, and though you are thankful for the opportunities, this new chapter is what’s best for your career.

Once you get to the phase of interviewing for a job, you have a reasonable shot at getting an offer. They have already narrowed a large applicant pool down to a few people who are being called in for a discussion.

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Many of the things you need to do to ace the interview are not the same things you needed to get through the screening process that got you there. In particular, you have impressed the hiring committee with your credentials, so now it is time to address the concerns that will be top of mind for recruiters in the interview. Recruiters want to know three things about you at the interview:

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• • What will it be like to work with you?

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• • Can you learn?

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• • Do you take initiative?

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Here are three things you can do to ensure you impress someone in a job interview:

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Do Your Research

Find out as much as you can about the firm that is interviewing you. That includes checking out the company’s website to know what new strategic projects they are highlighting and looking at news reports about it. It is also useful to check out job websites to see reviews from other people who have worked there in the past. If you know anyone who has worked there (or currently works there), talk with them as well.

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You want to enter the interview as someone who is knowledgeable about the company and can ask good questions about your job and the role it will play inside the organization. In addition, it is a great way of demonstrating your initiative. You are letting them know that you will be completely prepared for whatever comes at you after you’re hired. This is how you impress someone in a job interview.

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Be A Good Listener

Undoubtedly, at some point during the interview, you will be asked a question where you get some feedback from the interviewer that they are not completely satisfied with your answer. There is a strong urge to double down on your answer and to continue to explain yourself.

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A better alternative is to listen to the criticism and to take a different approach based on what other people say. Better yet, ask some questions. For example, if the interviewer gave you a hypothetical situation, ask the interviewer how they would approach it. The aim is to demonstrate that you don’t believe that you already know everything you need to know in order to succeed at the job, but instead are willing to learn from your colleagues.

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Hold A Conversation

At a job interview, you’re the center of attention, so it is tempting to let that take over and do all of the talking. But, you’d like to get to know your now-prospective colleagues a bit more. Plus, you’d like them to see that you’re able to learn from them as much as they learn about you. So, you want to make sure to create a conversation rather than just your own standup routine.

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One way to make that happen is to ask a lot of questions. After being asked a question about how you might handle a particular work situation, end with a question of your own, like, “How is that normally handled here?” or, “Tell me more about how decisions like this typically get made?” or, “What go-to strategies do you have for situations like this?” where you are also soliciting input from the interviewers.

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The more that the interview becomes a conversation, the more insight that the interviewers get into what it will be like to work with you. The rapport you create through conversation will have a positive impact on the overall evaluation you get from your interviewers.

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Read More: https://www.fastcompany.com/90777911/5-strategies-for-impressing-someone-in-a-job-interview

Are you stuck on ideas for what to do for your career? Or do you know what you want to do but don’t know how to get there? Here are seven tips to help you kick-start your career!

#1: Be Open Minded

Every career opportunity could lead you somewhere unexpected. What might seem like a way of marking time – say taking a receptionist job at your local climbing wall – might be the start of your dream career. Imagine it – a climbing instructor qualification, a friendship with a mountaineer, a trip to the Andes, filming a documentary, and finally a career as a movie director. You can expect plenty of twists and turns in your career path. If you keep an open mind, you’re less likely to let chances pass you by and kick-start your career!

#2: Volunteer Places

Volunteering helps you gain transferrable skills and discover which aspects of work appeal to you. Small, local organizations offer exceptional opportunities. You’re not tied to an official role. If you prove yourself to be dedicated and a fast learner you’ll get to expand your responsibilities and see more of the organization. While you might start off shaking a donation box or minding the charity shop, you could end up exploring your skills in management, marketing, and more.

#3: Small Talk Can Be Beneficial

Your mission when mingling – find out about the other person’s career. Ask what they do, why they enjoy it, and how they got there. You’ll discover careers you didn’t know existed.

People love talking about themselves! Your victims – ahem, conversation partners – will remember you as attentive and engaging. It’s a great first impression to make on a potential contact and kick-start your career.

#4: Contacts Are Key

As the old saying goes, it’s not what you know, it’s who you know. That can be frustrating if you don’t fit neatly into the old boys’ club – but if you learn how to play the system you can still make good use of networking.

Start with the obvious – your university lecturers and professors. They can connect you with alumni who had similar skills and goals. Careers fairs, networking events, public lectures, and even family friends and neighbors are all great resources in your hunt for a career. Watch this video on how to build your network.

#5: Become A Cover Letter Expert

One secret to getting hired is sounding good on paper. If you can write a compelling CV and cover letter you’re off to a great start. You’ll need to learn the conventions and get plenty of practice. There’s information online, books to read, and CV clinics to help refine your drafts.

#6: Search For Role Models On Social Media

If a career idea hits you, find and some people who already do the job and follow them on Twitter. It’ll give you more of an insight into what they do and whether it might suit you. Once you’re sure it appeals, try replying to a few tweets. They’ll probably be happy to answer your questions.

#7: Start An Interests Blog

‘A real interest in X, Y or Z’ – it’s something employers are always looking for. And while anyone can claim that they’re fascinated by the development of programming languages, not many can point to their three years of blogging on the topic. Even if your blog doesn’t turn out to be directly relevant to your career path, it demonstrates that you’re enthusiastic and proactive.

Remember to keep your blog clean and not overly controversial. This is something an employer may read one day.

Read More: https://www.brightnetwork.co.uk/graduate-career-advice/no-idea-what-do/kickstart-your-career/

Over the last two years, women are restructuring the workforce and have been empowered to pursue better workplace dynamics. From diversity to flexibility to pay equality, women are demanding that companies meet their needs, or they are prepared to explore alternative opportunities. What’s more, companies that aren’t adapting and fostering supportive work environments are seeing women leave at record rates.

So says the new report from CREW Network, ,,Building the CRE Workforce of the Future, which explores emerging trends in work and how women are at the helm of restructuring the workforce. And one such trend stands out: 27% of CRE professionals have left the workplace in the last two years seeking better opportunities, better benefits, or a culture that better fits their values, priorities, and lifestyle.

“This aligns with the Great Aspiration trend, where workers are seeking ways to create a life that they want,” Wendy Mann, CEO of CREW Network, says. “That is really telling about what matters to people.”

What Women Want

Women want an equitable environment that reflects their needs. Pay equality is at the top of that list. In CREW’s 2022 survey, 34% of women chose pay transparency as the top priority in improving the workplace. Women believe companies should routinely monitor compensation to ensure equitable standards through raises and pay increases and bonuses. Flexible workplace polices were second on the list, with 27% saying this was their highest priority, following by workplace diversity (19%), professional support (11%) and health and wellbeing services (8%). This list of characteristics are also aligned with ,,the CREW Network CRE Pledge for Action, a commitment by CEOs to advance diversity, equity and inclusion (DEI) efforts.

Due to the tight job market and a spotlight on DEI, women are in a unique position to demand inclusive practices. “Women are no longer accepting that it is okay [to have an unsupportive workplace] and there is a lot of opportunity for women to make moves than there might have been,” says Mann. “It is an employee’s market, and if you want something different, you can find it.”

Creating the right environment begins with the company culture, according to Mann, who says that the office environment is driving choices that women are making in the workforce. “Employees need to feel like they can be their authentic selves at work,” she says.

Read More: https://www.globest.com/2022/11/22/women-hold-the-cards-in-reshaping-the-workforce/?kw=Women%20Hold%20the%20Cards%20in%20Reshaping%20the%20Workforce&utm_source=email&utm_medium=enl&utm_campaign=womenofinfluence&utm_content=20221205&utm_term=rem&slreturn=20221106085141

When hiring for most roles in commercial real estate, the primary considerations are of course previous experience and relevant skills. Many CRE professions require specialized knowledge and skills to succeed. However, you might be overlooking the most important hiring criteria: personality.

Making a bad hire can have a ripple effect through your whole organization, so it’s critical to hire for personality and train for skills. After all, you can teach skill. But character and attitude are forever.

Effective Interviewing

Hiring for personality is easier said than done. So, it’s important to start with an effective interviewing approach. Behavioral interviews are the best, because they reorient the focus on the personality and innate attitudes of the prospect rather than just data sets on a resume.

Setting aside the CV and stereotypical interview questions, you will be able to gauge the potential new hire’s character and ability to think on their feet. What sort of outlook do they have? Are they principled and honest? You can learn a lot from focusing less on the technical side of the interview and more on the way the interviewee responds to different scenarios.

This is important, because no employee is an island. Each interview should look at how this person will impact the team as a whole. Are they a bad apple? Or are they a good cultural fit? This matters far more than the number of years they have in a similar role.

Character Matters in Business

Often overlooked entirely or thrown out as a cliché, strong values and character in the workplace really are essential. CRE professionals who own up to their mistakes or provide transparency to the client or pull their share of the weight on a property are crucial. A highly experienced team member without integrity in the workplace will end up costing the company in the long run.

Working with professionals with a strong sense of ethics and character on the job are a pleasure to work with. They build team cohesion. Their attitude is contagious. And they create an environment of trust and growth that allow for greater achievements.

But character and integrity are a function of one’s personality, not training. You cannot teach this to a new hire, no matter how many seminars you send them to. A candidate may have the most experience and the longest list of applicable skills on their resume, but without the right personality, they will prove to be a bad hire and wind up costing you money.

Critical Personality Traits That Trump Skill

Still unsure if you should really hire for personality first and foremost? Consider the following personality traits and whether they’re more or less important than skills you can teach your new hire.

Positive: This means your new hire won’t complain and nag team members. Instead of dragging down office morale, they will boost others at crucial moments.

Open-Minded/Flexible: CRE is an ever changing and fast-paced industry. An employee who is flexible and open-minded will see the big picture and solve problems to get to the goal, taking risks when necessary.

Independent/Different: It might seem counterintuitive, but some candidates who seem different and an awkward cultural fit on the surface can actually be incredibly valuable employees. These independent types ask questions no one else is asking and strike out on their own when a fresh perspective is needed.

Collaborative: Teamwork is essential in any business. A candidate with an eagerness to collaborate with others and team up will prove invaluable.

It’s All About Perspective

Personality is important because of the following axioms:

1. 1. Skills can be trained.
   2. Experience can be gained.
   3. But DNA cannot be changed

When you have the right perspective and understand how personality builds a successful team, you will see the value of making a hire for personality and attitude.

Great hires have a coachable personality that allows them to learn fast and grow. Sir Richard Branson says most people can learn most everything about a job role in just three months anyway.

Great hires represent your company and demonstrate its corporate values and ethics. They are the face of your organization, so skill should be secondary to a winning personality and principled character.

Great hires inspire those around them to excel. Whereas a bad hire, no matter how qualified, can drag the team down, resulting in damaged corporate culture, wasted money, damaged reputation, etc.

It’s important to view the hiring process as an opportunity to add people to your team, not just skills to your team’s collective skillset. Of course, skills and experience are critical factors in a good hire. But great CRE companies are only as good as the people – and personalities – who make them up.

Every business has a culture—that’s right, even yours! But what makes the difference between a healthy company culture and a toxic one? Read on to find out.

First, let’s get clear about what company culture is. It can seem kind of hazy, but culture is just the collective attitudes and behaviors of your organization. Culture is how your company does things—and it’s not one-size-fits-all. Now that you know what it is, you may be asking: how do you build a great company culture? That’s a great question! And we have the answers (and some tips you can use to transform your business). Let’s get into it

The way your team experiences your business has a major impact on how effective they are in their roles. A miserable work experience (aka a hostile work environment) is bad for your business’s brand and growth potential, as well as team members’ productivity and mental health. And the opposite is true too—a healthy culture keeps your team happy and engaged in their roles and contributes to the growth of your business. According to a survey by Gallup, businesses with the highest employee engagement are 23% more profitable than those with the lowest employee engagement.

Toxic Company Culture Characteristics

So, what does a harmful company culture look like? It may be glaringly obvious in some areas, but other symptoms can be subtle. Here are a few signs you may have a bad company culture:

• • Team members don’t feel safe to communicate openly with leaders

• • Illegal, dishonest or unethical behaviors (especially by leadership)

• • High team member turnover rate

• • Pressure from leaders to constantly work long hours, not take vacation days, and neglect work-life balance

• • Team members constantly fear failure or being fired without warning

• • Gossip and work-related drama

• • Passive-aggressive communication

Examples Of Companies With Good Cultures

Every company, big or small, has a workplace culture. Here are some examples of healthy company cultures:

This online shoe giant consistently gets ranked as one of the best corporate cultures in America—and that doesn’t happen by accident. When describing their company culture, Zappos said, “We’ve learned that if you identify your company’s core values, hire by them, onboard team members by them, and truly live by them; then your business is on a long-term path to success, profit and growth.” From its hiring practices to customer service to the work environment, everything and everyone reinforce the company’s core values.

Named one of Inc. magazine’s Best Workplaces of 2020 and listed in FlexJobs’ Top 100 Companies to Watch for Remote Jobs in 2021, the virtual staffing firm has built a highly engaged team and award-winning culture—even while working 100% remote. BELAY attributes that to knowing how culture is really built: with values, not gimmicks. “[Our culture is] not Ping-Pong tables, fully stocked beer fridges, and nap pods,” said BELAY. “We instill our mission and values of gratitude, teamwork, vision, passion, fun and God into every one of our nearly 1,200 remote workforce team members.”

Read More: https://www.ramseysolutions.com/business/grow-remarkable-company-culture

Branding your business is common, but today, branding yourself personally is also very important. To build an effective personal brand entails building your own public image by harmonizing who you actually are and how others see you.

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Your personal brand should communicate your unique attributes, highlight your strengths, build trust and establish a reputation in your current or desired industry. Personal branding is one’s story. That story helps you achieve a competitive advantage, whether in your professional or personal endeavors. Building a personal brand doesn’t happen overnight. It is a process that demands much effort and a good plan. Here are six steps to build a successful personal brand:

Pick A Niche

The first step to building a successful personal brand is choosing a niche, or target market. You’ve probably heard the saying, “If you try to appeal everyone, you’ll end up appealing no one.” That’s why you must first focus on a specific niche to build a successful personal brand. Here are four questions to ask in order to choose your niche:

• • To which customers will your product or services most appeal? From a personal branding standpoint, a strong brand cannot appeal to every single customer. Identify the customers who will make the core of your business. After identifying these customers, customize your brand for maximum appeal.

• • Which traits make your business unique? In order to effectively position yourself within a marketplace, you need to determine what attributes separate you from everyone else. What does your business offer that no one else in the market can? By answering this question, you’ll be able to highlight your unique value propositions and build your personal brand.

• • What problems or needs does your business address? Knowing the frustrations or needs your business addresses is a vital part of your personal brand. Ask your target customers what they appreciate most about your business. Use their answers to improve your messaging.

• • How much competition will you be facing? Before settling on a niche and building a brand to reach that market, determine how much competition you’ll be facing. If a less competitive niche is not available, focus on differentiating yourself from the competition.

If you answer these four questions, you’ll be able to choose the right niche. Some might struggle to choose a specific niche out of fear of limiting themselves. However, it’s best to invest your time and energy into an audience that is more likely to give you the desired outcome.

Find The Biggest Influencers

It’s difficult for new brands to get attention on the internet. This is because nearly all businesses are online, which creates a lot of noise. This is why some brands choose to use influencers. Influencers are people who have earned respect and recognition in their chosen niche and usually have a large audience and recognized authority among their followers.

Read More: https://www.forbes.com/sites/forbesbusinesscouncil/2020/03/11/how-to-build-a-successful-personal-brand-in-six-simple-steps/?sh=5f0bec1942c4

Each year, one in five adults in the U.S. will experience mental illness. Yet only one in three who need help will get it. As a result, many people will either miss work or will get less done on the job. The latter is known as presenteeism, when people go to work while struggling with physical or mental health issues. This is why focusing on employee mental health is so important for your bottom line.

The World Health Organization (WHO) estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity. But WHO also found that for every $1 spent on treating common mental health concerns, there is a return of $4 in improved health and productivity.

According to the Society for Human Resources Management, many employers are enhancing emotional and mental health benefits. Types of support can range from managing stress, to treating invisible disabilities such as anxiety and depression.

The potential benefits of supporting employee mental health include:

• • Increased productivity: Research shows that nearly 86 percent of employees treated for depression report improved work performance. And in some studies, treatment of depression has been shown to reduce absenteeism and presenteeism by 40 to 60 percent.

• • Increased retention: In a 2019 survey of more than 1,500 employees nationwide, more than a third of the respondents said they had left a job due at least in part to mental health. Of these, 59 percent said mental health was the primary reason.

• • Decreased health care and disability costs: According to the National Alliance on Mental Illness, rates of cardiovascular and metabolic diseases are twice as high in adults with serious mental illness.

The connection between physical health and mental health prompted the American Heart Association’s CEO Roundtable to release a report called “Mental Health: A Workforce Crisis.” It urges employers to provide comprehensive programs for the prevention and treatment of mental illness. “The cost of doing nothing is higher than investing in evidence-based prevention and treatment,” the report found.

How Your Company Can Support Employee Mental Health

A nationwide employee survey found that what people want the most in the workplace are trainings and more easily accessible information about where to go or who to ask for mental health support. A more open culture about mental health at work is also important to employees, according to the survey.

With those findings in mind, here are five ways your company can support employee mental health:

1. Understand How Mental Health Impacts Your Employees

“It’s important for managers to be trained to recognize the signs of emotional distress so they can react in a supportive rather than a punitive way,” says Jerome Schultz, PhD, a clinical neuropsychologist and a lecturer at Harvard Medical School. “Some employees need people around them to say, ‘Hey, I see you might be feeling stressed. Maybe now is a good time to try some breathing exercises or go take a walk.’”

Here are some proactive steps you can take to understand and assess your employees’ mental health:

• • Make mental health training mandatory for your company’s leaders to help them be more aware of and invested in this aspect of their employees’ well-being.

• • Train managers on what to do if they see signs of emotional distress or substance abuse.

Read More: https://www.understood.org/en/articles/workplace-mental-health-5-ways-to-support-employee-wellness

The tumultuous last 18 months in commercial real estate has, like so many other industries, empowered workers during a talent shortage, pushing CRE firms to ramp up compensation and benefits in response. “There’s a real war for talent, and it’s impacting the things we do,” CBRE CEO Bob Sulentic said during an earnings call last week.

Many of the forces at play in the larger labor market, including pandemic-era burnout, the worker shortages and the so-called Great Resignation, have impacted CRE and the market for specific roles within the industry.

“There’s a push for a culture revolution within companies,” said Building Careers President Carly Glova, who heads a recruiting firm focused on executive CRE talent, and finds more candidates expecting expanded benefits that support better work-life balance, along with higher pay. “If I’m not immediately impressed by the numbers or growth opportunities or culture, I’m looking elsewhere.”

Many firms have struggled to fill starting-level positions and property management roles. Roughly 60% to 70% of all CRE firms face talent and recruitment challenges, according to CEL & Associates CEO Christopher Lee.

Existing issues with the talent pipeline are making it harder and slower to pivot during a period of flux, potentially weakening any recoveries. In response, companies are reassessing compensation packages to make sure their offers and benefits stand out and suggest they are making long-term investments in new hires.

“As a whole, commercial real estate hasn’t made employee benefits and culture a priority,” Glova said.

Firms are discovering the high costs of recruiting and replacing top talent, CRE Recruiting principal and founder Allison Weiss said, which can range from tens of thousands of dollars to twice someone’s annual salary.

“Extensive turnover can cause reputational or employer brand damage, loss of client relationships, and low morale among remaining team members shouldering the burden of additional work,” Weiss said.

Increased competition — especially for roles in in-demand sectors like industrial and life sciences and those that involve more technical knowledge or expertise with proptech — are pushing firms to offer more, CRE recruiting experts told Bisnow.

Glova said the fact that many developers are starting to reassess comp packages, going beyond leadership and management to offer bonuses and additional pay to positions across the board, suggests more competition is helping workers. She highlighted a San Diego-based firm, H.G. Fenton, that has prioritized a robust HR and benefits program for the past decade, with a lifestyle and culture team in place that focuses on employee satisfaction and retention.

“Salary increases have been dramatic,” she added. Now is the time of the year when annual bonuses are on the table, so firms are trying to be extra aggressive when recruiting, she added, to make sure new hires don’t merely come on board and then leave early in the year.

Glova said she is seeing great demand, and significant salary increases, for construction managers; one recent candidate saw a 20% increase in their compensation when they moved to another firm.

“Middle management is where most companies are hiring,” Glova said. “Salaries have gone up, but not to the same extent as executives. There’s a little more willingness to ramp up and train for these roles.”

Firms feel pressure to pay higher salaries to keep and retain talent, Keller Augusta Senior Managing Director Kaitlin Kincaid said. The recruiting firm’s recent survey found half of employees considering a career change.

There is also increasing demand for “jack-of-all-trade” roles, with job postings asking for more multifaceted talent, reflective of the more tech-focused nature of many jobs. There is heated competition among larger firms for proptech and data analysis and analyst roles, favoring younger talent and sales staff with more tech expertise.

To woo employees, firms are going beyond traditional benefits, incorporating wellness, mentorship and training opportunities, and mission-driven programs, Kincaid said. Firms are also open to recruiting outside of traditional avenues for high-demand roles, which may place them in competition with the compensation and benefits packages of other industries.

But there are limits to the industrywide benefits boost. For instance, expanded childcare is far from guaranteed, Glova said. While a norm is forming around a hybrid, three in-office days-per-week schedule, that increased flexibility still leaves some gaps for caregivers. According to research from CREW, workplace shifts have had a significant impact on female employment in CRE; while 38% of members of the national women’s real estate network felt the pandemic has stalled progress for women in the industry, 39% said they’ve seen better compensation.

“There is still a big delta between what employees want and what companies are willing to provide,” Glova said. “It’s closing, but there’s still a gap. Companies need to be more flexible with what they’re considering.”