Talent Retention has been a hot topic for months... ever since the Powers-That-Be began to truly recognize (and internalize) what the U.S. Brain Drain and the retiring Baby Boomers challenges were going to bring to bare. Talent retention also provided the perfect fodder for a lively discusion at the recent Ninth House Leadership Development Summit in September. But that's only the tip of the perverbial iceberg.
Ading fuel to that fire are the generations coming up behind the Boomers--specifically Gen Y. These young (under 25 years old) professionals have their own peccadillos that are making things complicated for HR executives, hiring managers, and organizations as a whole. Getting Gen Y engaged is not the challenge... it's keeping them engaged... and loyal.
Many HR and learning executives are experiences the same challenges, and are struggling to find answers before their current leaders retire. However, it's clear that retrofitting now-antiquated learning techniques for Gen Y is not the answer. Fresh ideas are needed, and large organizations are looking at new techniques--and new staff members--to tackle the problem.
Engaging and retaining young professionals is a completely new animal. They travel and communicate as a subset of society. They are not interested in the sterotypic "Lecture-Learn-Implement" methodology of training and learning. They learn experientially, and internalize their peers' experiences as part of their own. They have formed a social collective and taken social networking to new bounds. They are the reason YouTube was purchased at such a lofty evaluation.
How are you planning on engaging and retaining your GenY's? Post in the comments!
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