The two biggest comp and benefits myths about Generation Y employees—your youngest workers—are that they don’t care about money … and that they care only about money. They want more than that. In fact, they want way more. Use their demands as a negotiating tool, and watch the productivity of these young, tech-savvy go-getters soar in response.

It’s important to create a cohesive values system people believe in. Donna Vandiver, CEO of her own marketing firm, believes in the values statement, particularly as a way to get her team excited about company goals.

Major railroads announced more furloughs of employees in recent days as they try to decide between getting rid of workers completely or keeping them on retainer in hope the economy will improve soon.

Imagine you’re faced with a choice: Either tell the truth and potentially damage your company, or hide the evidence and hope for the best. Most people who make the right, ethical choice don’t do it alone. They have an organization behind them that makes it easier to tell the truth.

I need some help coming up with good interview questions. We’re hiring and—because the economy is so slow—we’re getting tons of applicants for every job we post. Many are equally well-qualified, so we have the luxury of looking for people with the intangible qualities we seek: initiative, collaborative skills, entrepreneurial spirit, pride in a job well done. I use the standard “Tell me about a time when you…” questions, but I’d like some fresh questions that really get at what kind of person the applicant is. What questions have you asked that revealed stellar personal traits?—Theresa, Chicagoland

When hiring a new leader for your team, it’s essential to interview his or her direct reports so you can smoke out any nasty surprises. People learn what they want in a leader by finding out what they don’t want. If you encounter any of these responses, probe around:

The recession has plenty of employees distracted and anxious—about their jobs, their 401(k)s and their monthly bills. That’s not good news at a time when you need to squeeze every ounce of productivity from your employees. These 14 tips can motivate shell-shocked employees.

Given the economic crisis, do a quick audit of the financial people working for you to see who are best equipped to operate in a pressure-cooker. Consider their disposition toward others and their ability to lead, not just their proficiency with spreadsheets.

Texas Gov. Rick Perry last week signed a safety law long sought by unions to protect train crews who are transported by vans between job sites. The law requires contract carriers to screen van drivers for drug and alcohol use and to maintain at least $1.5 million in liability insurance.

One of the managers at our small firm constantly chooses on a whim which company policies apply to her people. She lets the departments she manages have privileges no other department in the company has. For example, they get great latitude when filling out time sheets (which has led to what I consider Fair Labor Standards Act violations). As the HR rep, I hear complaints all the time about this inequitable policy flexibility. What should I do? I’m worried about morale, but also about legal liability. — Louise, Pennsylvania

While you may not have been partying much at the office lately, some employers see summer as an ideal time for an all-staff get-together. Instead of spending a lot on flowers and glassware rentals, get creative with these summertime themes.

Consider questions in your workplace as a way to think about things differently and explore options, rather than as an annoyance that needs instant resolution. Your employees will feel recognized if their suggestions are taken seriously, and you may uncover some valuable ideas.

Anybody can lead people who are hardworking, pleasant, thoughtful, respectful and fun. The true challenge is whether you can handle PITAs, which stands for either Pains In The Ass or Professionals Increasing Their Awareness, depending on how kind you are. Here are a few types of PITAs and how best to lead them.

You dread going to work. The problem isn’t your job, which you love. But your boss makes you miserable. Here’s how to fight off intimidation and get support when you need it most ...

When you’re giving feedback, neither constant praise nor endless criticism is any good. Many leaders fall silent when something is done right. Even worse, unrelenting criticism undercuts morale and kicks up anxiety, killing any joy that people take in their work.

If you’re a manager, spawn more golden nugget moments for your team by creating informal learning opportunities: mentoring, on-the-job training, brainstorming and good, old-fashioned trial-and-error. Encourage employees to tap into blogs, discussion forums and wikis.

Surveys of U.S. workers consistently show that employees want more than a paycheck from their jobs—they want to feel safe, secure and appreciated at work. Here are eight guidelines for recognizing and rewarding employees, according to an Adecco management report.

Ask your employees to focus on razor-thin, challenging targets, and they might fail or do something unethical. Instead, use this 10-point checklist when setting performance goals for others:

Pulled from the pages of HR Specialist newsletters, here are five practical, workplace-proven tips for you to try. From management advice to hiring innovations, they'll help you work smarter and more productively.

One of our employees would like us to designate a room as a playroom for kids. Employees could bring in their kids in case of some emergency—say, on a day that the babysitter doesn't show up. It sounds good in theory, but I'm concerned about insurance, bothering other employees and, especially, parent productivity. Any suggestions for making this work? — Gary, AZ

A federal appeals court in Washington has upheld a government rule that requires railroad and other transportation workers who have been treated for drug abuse to be observed while they urinate for drug tests. Any workers who refuse to be watched by a same-sex observer could lose their jobs.

During a workplace investigation, you, as an HR investigator, can take a number of practical steps to improve the reliability and objectivity of your witness credibility assessments. Four factors are critical to assessing witness credibility: demeanor, consistency, chronology, and past history and motivations.

Employees are coming into work sick more often than managers realize, according to a recent OfficeTeam survey. Unfortunately, people make more mistakes when they come to work feeling ill. Some tips for managers and team leaders:

Online shoe retailer Zappos has gotten a lot of attention lately for its knockout customer service. But Tony Hsieh, founder of the billion-dollar company, says his secret of success is really about his employees. “Our belief is that if you get the company culture right, most of the other stuff, like great customer service, will just happen,” he says.