Kent Burns Blog

Good managers hire and keep employees; great managers hire and fire them. Nurturing talent and making tough decisions are essential to maintaining a high-performing team. Sometimes, growth requires making room for new talent.

Many job switchers during COVID thought switching jobs would be their golden ticket to a better work life. Turns out, it wasn’t. According to a recent report from The Conference Board, workers who hopped jobs during the COVID-19 pandemic and the great resignation are now feeling more dissatisfied than those who stayed put. Surprised? You shouldn’t be.

While it seems like The Great Resignation is a thing of the past, a new wave of resignations looms: The Great Resignation pt. 2.

As inflation continues to rise, the promise of a pay raise has begun to feel like a distant dream for many employees.

The power dynamics in our workplaces are shifting, and it’s time to wake up to the reality. Gen Y, now in their 30s and 40s, are moving into upper leadership with years of experience.

Wake up, leaders: Trust in the workplace is in freefall. Recent studies reveal that only a third of employees trust their management.

You’ve hit the ceiling. Your role is a dead-end, and there’s no ladder to climb. If you’re not learning or advancing, you’re stagnating. Career growth isn’t just about promotions; it’s about evolving. If your company isn’t investing in your development, they’re investing in your departure. Don't wait until you're stuck in a rut—move on to a place where you can spread your wings.

We all know why people lie in interviews. Job seekers want to secure the position, and hiring managers want to fill roles. But let’s talk about the downsides of not being completely honest. Spoiler alert: they’re significant.

When discussing career choices, the conversation often revolves around salary. For many, a higher paycheck is the ultimate goal, a driving factor in job selection.

In the age of remote work, it seems like every other article praises the benefits of working from home. But let's get real for a moment: what if the key to earning more money was showing up at the office and delivering every day?

For many, especially seasoned professionals who have climbed their way to top-tier and executive roles, the expectation is that the path ahead is paved with open doors and welcoming arms. However, the reality on the ground can starkly contrast these expectations.

The work landscape is transforming, and its high time companies catch up or get left behind.

By not tapping into competitor talent pools, companies miss out on the opportunity to challenge their own practices and invite groundbreaking ideas.

Negotiation is not just an art; it’s a place where psychological savvy often dictates the terms of success or failure. Just as businesses must proactively scout and engage top talent to stay competitive, mastering negotiation tactics is crucial for executives and professionals aiming to secure advantageous deals.

Salary negotiations are nothing new, but they are still approached with anxiety and trepidation most of the time.

Getting top talent for your team – real changemakers – is like supercharging your organization and your bottom line.

Sitting around waiting for a position to open up before scrambling to fill it is like showing up to a gunfight with a slingshot. Being reactive just doesn’t cut it anymore. It's time to get proactive about talent acquisition.

Hiring isn't just about throwing money and fancy office perks at the problem. It's about not screwing up the journey from "We're hiring" to "Welcome aboard." Get this right, and you're not just filling a seat; you're boosting the long-term success of your business.

There is an echoing demand from a workforce striving for a work-life balance. Yet, as businesses tout their progressive policies and flexible work arrangements,

Today, we're witnessing a seismic shift in what defines effective leadership, and it's about time we had a candid conversation about it.