Hi Friends,
Here are few additions:
Ways to Retain Generation X’ers
1. Let them know that you are committed to helping them achieve their goals within the context of the company’s goals. Don’t mention climbing the corporate ladder or paying their dues. Too many X’ers have seen their parents lose their jobs after years of ladder climbing and dues-paying.
Let them know that you will provide as much training as possible to help them develop new skills while they are there. Allow them some input into what training they will receive.
Tell them you will challenge their creativity, and then keep your promise by giving them a challenging assignment or problem to solve.
Provide opportunities for them to work in spirited team situations, but with opportunities for individual achievement and recognition.
Make the work environment fun and informal. Introduce them to others and encourage the development of workplace friendships.
Allow them to experience a daily sense of tangible achievement.
Give them opportunities to reinvent themselves within the organization by learning new skills, moving cross-functionally, redesigning their jobs, reporting to a different mentor, working different hours, or working from a new location.
Open a dialogue with them on their first day about how you want to keep them and how you are willing to work with them to make that happen.
Look for opportunities to engage them in short-term, goal-oriented projects.
When X’ers says they want to leave, give them the option of continuing to contribute as a part-timer, flex-timer, telecommuter, periodic temp or consultant.
Like in the war conditions, we HR professionals must have a red book on key staff as how to retain and motivate them to stay on with the organization. One must maintain the file on their growth and achievements and also the possible growth options and assignments within the organization. Here one must be aware of the possible poaching by rival companies and therefore one must be attuned to the market movements.
Remember the maxim – that the key relationship in retention is the relationship between the employee and his/her Manager. Get it right and acceptable retention is assured. Get it wrong and everything else would count for nought.
There are varied reasons for the same and the major reasons for attrition rate are(based on author’s sample study):-
· Money - 10%
· Night shifts - 35%
· Monotonous/boring job – 30%
· Others - 25%
If you differ in this percentage please specify so that we can find out reasons and solution for the same.....