The Week That Was

Every successful summer weekend has a few commonalities: sun, fun and these top five stories from for the week of July 16.

1. Six Tips to Create a Collaborative Culture: Social media can contribute to a positive workplace culture, but it’s the tip of the iceberg, writes Talent Management editor Jeffrey Cattel. Try these steps to really make an impact.

2. Tips to Pick an Executive Coach: There are a lot of things HR managers should consider — including how to pick a coach for a “nightmare” scenario. Talent Management editor Frank Kalman has the story.

3. Use Personal Communication to Boost Engagement: Have you tried myriad employee engagement techniques? An effective one you’ve likely overlooked is improving the personal connection between executives and employees. Eric Sass, executive vice president, strategic communications and learning at research and consulting firm Healthy Companies International, and Tom Varian, an executive communications adviser with the firm, explain.

4. Considering Employee Wellness? Think Simple: While yoga classes and gym access can play a role in corporate wellness, sometimes it’s the most simple and frequent movements that provide the best remedy for health, energy and productivity, writes Talent Management editor Frank Kalman.

5. Talent Analytics Drive Vendor Activity: Corporate Executive Board’s acquisition of assessment provider SHL illustrates strong demand for insight-led talent management, writes Talent Management editor Mike Prokopeak.

In Other News

There’s a new meaning to the phrase “paid vacation.”

Denver technology firm FullContact not only will offer employees the perk of paid time off, or PTO, but it will pay you $7,500 in addition to use it.

That’s right. As this article in reported earlier this week, FullContact’s CEO Bart Lorang dubs it “paid, paid vacation.” There is one rule, however. Employees will only receive the vacation bonus if they promise that, while they’re enjoying their getaway from work, they promise to completely disconnect from work. No email. No work. Nothing. Go on vacation — wherever you’d like — and get paid to go.

Lorang offered this reasoning to

“If people know they will be disconnecting and going off the grid for an extended period of time, they might actually keep that in mind as they help build the company. … At the end of the day, the company will improve.”

The Revolving Door

Are you totally stoked that you landed yourself and the firm an enthusiastic, ambitious and accomplished young manager, someone who will likely grow with the firm far down the road?

Well, according to this blog post from Harvard Business Review (HBR), you shouldn’t be.

The best young managers, in fact, are constantly looking for a better gig and many of them leave within the first 28 months of employment, according to the post, which conducted face-to-face interviews and analyzed two large institutional databases created from online surveys of more than 1,200 employees.

HBR, the post said, found that “young high achievers — those 30 years old, on average, and with strong academic records, degrees from elite institutions and international internship experience — are antsy.” The post continued: “Three-quarters of them sent out resumes, contacted search firms, and interviewed for jobs at least once a year during their first employment stint.”