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Visual.ly in collaboration with LinkedIn created this infographic to help you learn what your best employees want most from their jobs.

The following list of 10 guiding principles for change can help executives navigate the treacherous shoals of transformation in a systematic way.

Many managers, even at the most senior levels, don’t fully appreciate the difference between announcing a major change initiative and actually making it happen. When senior leaders disappear after a big change announcement, and leave lower-level managers to execute it, they are missing in action. And it’s probably more common than most realize.

Every executive team senses the need keep their employees engaged in the workplace, but have they really thought through the cost of unengaged talent? Higher employee engagement means higher productivity and less costly employee turnover, but how do you really get there?

Cheerfulness, confidence, zeal, enthusiasm, loyalty and belief; these are just a few of the words that show up on a Google search for the definition of morale. Interestingly, while the words may vary a bit, what’s similar is most all are referred to in the context of feelings and / or emotions. And workplace morale is just that, the aggregated feelings and emotions of any given workforce, in the context of the work itself.

What I’ve learned about keeping a team cohesive after an acquisition is that ultimately, it’s not what you do to try to retain everyone — after an acquisition you can only do so much — but about the type of people that you choose to hire in the first place.