UncategorizedFebruary 26, 20240

Generational Retention

03.2024 Kristi's Korner

We’re still talking about retention. And I don’t see an end in sight to emphasizing how important this is. Even if the economy slows, I think it will remain crucial to keep your top talent. We’ve talked about it a lot. But not from a generational standpoint.

I think generations in the workplace are fascinating. While not everyone fits in a box, there are definite similarities in how they like to work and how they show up. So, let’s look at how retention might be impacted by generation.

The generation that has been in the workplace the longest are the Baby Boomers. They are the veterans of the workforce, born between 1946 and 1964. They value stability, loyalty, and a sense of belonging. So, if you want to keep these seasoned pros around, make sure to offer them opportunities for career advancement, recognition for their hard work, and maybe even a little flexibility when it comes to their schedules.

Next on the list are the Gen Xers, born between 1965 and 1980. These are the independent, self-reliant rebels of the bunch. They value work-life balance, autonomy, and the opportunity to learn and grow. To keep them from jumping ship, consider offering flexible work arrangements, ongoing training and development, and a culture that encourages innovation and creativity.

Now, onto the Millennials, born between 1981 and 1996. Ah, yes, the infamous millennials – tech-savvy, socially conscious, and always on the lookout for the next big thing. To retain these digital natives, you’ll need to offer more than just a paycheck. Think remote work options, opportunities for mentorship and skill development, and a company culture that aligns with their values.

Last but not least, we’ve got the newcomers – Gen Z, born between 1997 and 2012. These young whippersnappers are just entering the workforce, and they’re bringing their tech-savvy skills and entrepreneurial spirit with them. To keep them engaged and motivated, consider offering opportunities for advancement, a collaborative work environment, and the chance to work on projects that have a real impact.

But, regardless of which generation they belong to, every employee wants to feel valued, respected, and appreciated. So, take the time to get to know your team members, listen to their needs and concerns, and show them that you care about their well-being.

Want to talk more about retention and generations? I would absolutely love to. Reach out and have a great March.

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