Tom Gimbel is the founder and CEO of LaSalle Network, a staffing, recruiting and culture firm headquartered in Chicago. LaSalle has been named to the Inc. 500/5000 list of fastest-growing companies for the 11 years, as well as Fortune magazine’s “Best Companies to Work for in Chicago,” Forbes magazine’s “Best Professional Recruiting Firms’” list and to Inc. Magazine’s “Best Workplaces” list.
Gimbel is an expert on hiring, corporate culture, management/leadership and sales, contributing to, Inc. Magazine, Fortune Magazine, and The Wall Street Journal. Gimbel appears frequently on CNBC, TODAY, Fox & Friends, Fox Business Network, and in The New York Times, Fast Company, and Crain’s Chicago Business, among others.
Gimbel holds a bachelor’s degree from the University of Colorado and is on the Board of Directors of the Ounce of Prevention, the American Staffing Association and Lurie Children’s Hospital Foundation. He is also an active member of Young Presidents’ Organization and the Economic Club of Chicago.
@TomGimbel
With the return of the "polar vortex" (I hate that name. . . .Can't we just say freezing temps anymore?), there are a few things employers can do to prevent it from freezing workplace productivity.
With a sub-four percent unemployment rate and one of the highest quit rates we’ve seen in decades, we are currently experiencing a very tight labor market. Companies across all industries, and of all sizes, are finding it challenging to attract and retain top talent.
Year one of anything is new and exciting. Whether it’s freshman year of college, a new relationship or marriage, or the first year of a job at any stage of someone’s career. Then year two hits, and what was once new starts getting repetitive. Things start to get stale and aren’t as exciting. This is known as a sophomore slump.
Too often, companies confuse perks and culture. Leaders think that to create a great culture, they should go purchase ping-pong and pool tables, get a keg for the office, or offer four-day workweeks. But these are all perks, not culture, which are two very different things. If a company only focuses on adding flashy perks, they may attract an employee, but they won’t retain them.
