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There is nothing more frustrating that putting a lot of time, training and investment in a good employee only to have them quit and pursue a career elsewhere, so what do you do when you have a whole generation of workers who are known for this very practice? In an economy where employment is fully vested, Generation Y workers (or those who were the children of the baby boomers and Generation Xers) have a distinct advantage in many cases over their employers. If you want to make sure that you can keep workers you value and that you worked hard to train, be aware of these things. The first thing that you need to know is that Generation Y is better connected and communicates more than any generation before it. This is a generation that grew up on things like instant messenger and has always used the internet as an important resource. Because of this, they also know cutting-edge news about their industry, what people are saying about it, and where those "better jobs" are. Therefore, if they're not getting what they think they deserve where they are, they think nothing of going on to that better job offer. Because of this, you might see why employee retention is difficult. With every new employee you bring on, you're going to need to invest a certain amount of resources and money training them. You might need to give your employees instructions, supplies, extra training, and so on. The more of an investment you make in them, of course, the more you want them to stay and put their time and effort into the job you have for them. If you have a high turnover rate in your staff, this can make for a very stressful work environment. It's also not as productive as it could be. If you have high turn over, you're going to spend more time and money training, and there's no guarantee that new employees will stay put, either. What can you do, then, to retain Generation Y employees? Simply, give them the best work environment that you can. Provide good training and coaching, promise more valuable training in the future, and do everything you can within reason to ensure that your employees are satisfied with their jobs. If they are, they're much more likely to remain loyal to you. Make sure your own reputation is solid, too. You should have a reputation for promoting from within, and you should be known for your loyalty to your employees. This will help make employees much more likely to invest in you as much as you invest in them. One good way to check on your reputation is to Google your own company name to see what's being said about you. You can learn a lot from this. It's true that those from Generation Y have a reputation for job-hopping, but they only do it because they want better job satisfaction. If you want to retain your employees, then, make sure you take care of their needs as much as you can, and within reason.
Article Source: http://www.articleselections.com
About the author: Alison K. Mitchelson knows you could investigate executive coaching if you are interested to attain your dreams with the assistance of professional facilitation.
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