College graduation is right around the corner, and according to the National Association of College Education (NACE), an anticipated 1.87 million students will be graduating with a bachelor’s degree this spring. Many will begin their first real job search, and while NACE says employers expect to hire 5.2% more new graduates from the Class of 2016 than they hired from the Class of 2015, that doesn’t mean they’re guaranteed a job.

Possibly the most counterintuitive process to appear in recent years is the idea of paying people to quit their jobs. Not only are some leaders finding it beneficial to company performance, but research suggests these incentives may even have a positive effect on the people who stay. Photo: Shutterstock One benefit of paying people to quit is obvious: It screens out people who would probably end up quitting anyway.

Most employees regard a performance review as a chore, riddled with stress and anxiety. Certainly that’s a very normal way to approach it. In the workplace, being abnormal means you prevail no matter the situation — from day-to-day tasking, to pushing a key project or deal to completion, to being evaluated on one’s own performance.

Economic developers, city and state officials and others continue to see entrepreneurship as one of the best ways to help revitalize downtowns, attract smart young people, and grow the industries of the future.  They aren’t wrong.

There’s an enormous amount of research suggesting that emotional intelligence (EQ) is critical to your performance at work. TalentSmart has tested the EQ of more than a million people and found that it explains 58% of success in all types of jobs. People with high EQs make $29,000 more annually than people with low EQs. Ninety percent of top performers have high EQs, and a single-point increase in your EQ adds $1,300 to your salary. I could go on and on.

You graduated. Now what? A lot changes during the years that separate college graduation from five-year reunion. After caps and gowns come first jobs and apartments, then–far too often–bad bosses and roommates, leading to second jobs and apartments. A few years later your Facebook news feed will become a sea of engagement photos, foretelling weekends inundated with weddings.

All three of my kids, their friends, and my daughters’ spouses are millennials (roughly those people born between 1981 and 1996). A great many of the employees in our client companies are millennials. These young employees now make up 35% of the U.S. workforce, and are predicted to be close to 50% of the worldwide workforce in 10 years.

It is a ride many people dream about and most wish they had never gotten on. This article was written for visionaries and masochists alike. During a particularly tough business cycle, I asked my friend and mentor Rick Voirin about whether it was the right time for me to change the direction of one of our companies that was struggling. Subscribe Now: Forbes Entrepreneurs & Small Business Newsletters All the trials and triumphs of building a business – delivered to your inbox.

Customer Analytics (48%), Operational Analytics (21%), Fraud and Compliance (12%) New Product & Service Innovation (10%) & Enterprise Data Warehouse Optimization (10%) are among the most popular big data use cases in sales and marketing. Customer Value Analytics (CVA) based on Big Data is making it possible for leading marketers to deliver consistent omnichannel customer experiences across all channels.

I tell job-seekers that if they’re planning to base their job search on the activity of sitting at a computer screen and clicking on job ads and then filling out endless online job-application forms, they’re wasting their time. Photo: Shutterstock They’d be more likely to get a job by driving down the freeway with a stack of their resumes in the passenger’s seat and the passenger’s-side window open. That way the the resumes can fly out the window as you drive.