Generation Y: How to Retain Them - Part VIII of VIII
This is the eighth in an eight part series of blog articles. To read the series from the beginning, start at Part I or download our free best practices white paper.
Conclusion
When considering a potential employer, the stereotypical Generation Y job applicant wants to know, “Can I have it all, and can I have it right now?” Organizations whose employment practices are designed to accommodate the needs and wants of Baby Boomers are typically taken aback by this attitude. Yet employers who understand and embrace the different priorities of Gen Y understand that for them to survive, and even thrive, they must do everything in their power to oblige these in-demand employees. Deloitte & Touche, Enterprise Rent-A-Car, PricewaterhouseCoopers, and Honeywell are shining examples of employers who are morphing their organizations to meet the demands of a workforce that is growing by leaps and bounds.
Work-life balance, regular feedback, good salaries, and challenging work are just some of the demands that need to be met by employers seeking to keep their twenty-something new hires around for more than one or two years. These hard working, civic minded individuals care about the organizations for which they work, and the organizations that are willing to listen to Gen Y and make the necessary changes to accommodate them, are more likely to succeed in retaining their Gen Y employees for the long term.
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