No matter how much time passes, older generations will always complain about younger ones, and vice versa. But often it’s managers who get stuck in the middle; 75% of managers say they find managing a multi-generational workforce challenging, and 77% say they struggle with the different work expectations among generations. But you’d be surprised at how similar the working generations actually are, as well as the steps you can take to make the workplace a better environment for everyone.

Professional development is tough when your team has the drive to improve their skills but the organization doesn’t have the funding to back the desire for growth. As a leader, you want your employees to advance professionally, but there are other areas of the company you still need to allocate money to. It’s doubly harsh to compete in a talent market where training and development spend has risen by 15% in the last year. Just because everyone else spends more on development doesn’t mean you have to. If you’re looking help your employees on their path of professional development while saving the corporate wallet, we recommend the following tips.

Lists of the best places to work for are a dime-a-dozen, and usually, you’ll see the same places mentioned time and time again: Google. Big-budget finance companies, industry giants. Usually, these are the companies that can afford to shell out big when it comes to benefits, like free laundry services and college tuition reimbursement. What makes “good places to work” seem to be the monetary value of their perks. Is there anything smaller companies can do to their talent management to be attractive to candidates?