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    "Thank you for a tremendous job. Through all three parts of the work I've had done this year, Reilly has come across as total classy organization. I appreciated the professionalism and courtesy of your entire crew, and of course your good humor added to the enjoyment of what could have been a real inconvenience. My neighbors are the kind of people who ask, and I'll tell them all--with a plethora of rapturous and ecstatic enthusiasm--that I couldn't have been more pleased."

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  • Out Of College & Happy To Work…But Ready To Leave

    [caption id="attachment_3931" align="alignleft" width="305" caption="Young Employees"]employees[/caption]

     

    Melissa Korn of The Wall Street Journal discusses how younger employees are happier with their bosses then older employees. With this theory, Korn also identifies that these younger employees are more likely to leave a job like this. Read what she has to say in her latest article:

    Younger workers tend to be happier with their employers than their older counterparts—but they are also more likely to be looking for an exit.

    Those attitudes—culled from a recent survey by consulting firm Mercer of nearly 30,000 workers from a variety of industries world-wide—might seem contradictory, but they do make sense, says Bruce Tulgan, founder of Rainmaker Thinking Inc., a workplace consulting company. Twenty-somethings may see a job in a "short-term, transactional way," he says. "They don't necessarily think 'Where do I fit in with this employer?' "

    The relative happiness of the younger workers may also be a reflection of how unhappy the older group is, says Colleen O'Neill, a senior partner at Mercer. The report defined younger employees as those under 34 years old.

    To stem potential losses among younger employees, International Business Machines Corp. has launched rotation-based training programs that expose young staffers to diversity in geography, job responsibilities and co-workers. Those new experiences can keep the employees from getting bored too quickly, experts say.

    Meanwhile, scientific instrument-maker Thermo Fisher Scientific Inc. has been sending new hires to at least three U.S. locations over two years. It has expanded the program across a number of job functions, including human resources, research and development and finance. All of the employees who have completed the program were invited to continue on afterward, the company says, and three-quarters of them are still there.

    Read more at The Wall Street Journal

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