By F. Leigh Branham
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.
2. 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.
3. Tell them you will challenge their creativity,
then keep your promise by giving them a challenging assignment or
problem to solve.
4. Provide opportunities for them to work in spirited
team situations, but with opportunities for individual achievement
and recognition.
5. Make the work environment fun and informal.
Introduce them to others and encourage the development of workplace
friendships.
6. Allow them to experience a daily sense of tangible
achievement.
7. 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.
8. 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.
9. Look for opportunities to engage them in short-term,
goal-oriented projects.
10. When X'ers say they want to leave, give them
the option of continuing to contribute as a part-timer, flex-timer,
telecommuter, periodic temp or consultant.
Adapted from F. Leigh Branham’s book, Keeping
the People Who Keep You in Business: 24 Ways to Hang on to Your
Most Valuable Talent (AMACOM, October 2000).
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Author Bio: F. Leigh Branham is vice president
and director of professional services for Right Management Consultants.
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