How to Retain Talent in Your Company (audio CD)

Joanne G. Sujansky
KEYGroup (2005)
Reviewed by Stephanie Rollins for Reader Views (11/06)

Joanne G. Sujansky explains the importance in retaining the talent of Generations X and Y.  She explains that the baby boomers will be retiring soon, leaving a demand for employees.  The year 2008 is especially important, because it is expected that there will be a lot of baby boomers leaving the workplace in this year.

Another point she makes is that many companies train the Generations X and Y, and then they lose them to other companies.  This is not cost efficient.  You cannot change extrinsic factors such as the economy and the unemployment rate, but you can change the corporate environment. 

Sujansky explains that everyone can change the corporate environment, regardless of one’s position.  Each worker, especially managers, need to work on a daily basis on creating a vibrant environment. 

To attract and retain the Generation X and Y, the company must take risks and make innovations.  The Human Resources department needs to look at the needs and wishes of those generations. For instance, many of these young employees want fringe benefits of more time off.  Maybe they need daycares within the workplace.  The best way to determine what these young people need is to ask them.  That may be common sense, but how often are they asked?

Generation X and Y want the information, skills, up-to-date resources, and empowerment to do their jobs well.  They also want their talents recognized.  If they are doing well, move them up or give them more responsibilities.  This will encourage their contribution to the workplace, and it will prevent them from becoming bored. 

The young workers need to know of the importance and relevance of their tasks.  Nothing is worse than performing asinine tasks.  For instance, right out of college, I was fortunate enough to get a job for an outsourcing company that works in a hospital setting.  Many hours a day, I went room to room, asking the patients and their families of their opinion of the services our company provided.  I documented all of the responses.  I would walk into my boss’ office and hand him the papers.  He would throw them in the trash can without even looking at them.  I felt worthless.  I knew I could do so much more.  I found another company that valued my assets and did not waste them. 

Another important factor in retaining young talent is to reduce workplace stress.  We all have enough without getting more at work.  Job expectations need to be noted up front.  If the young recruit is going to have to work long hours, tell him before he signs employment papers. 

Sujansky proclaims that “We need to put some joy back into the workplace.”  Who could disagree with that?  All managers should listen to “How to Retain Talent in Your Company.”  The ideas given in this audio CD will benefit all.  It is easy to listen to.  I believe that we all can relate to this CD and find the relevance in our workplaces. 

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