How long do you expect that new grad to stick around? 18 months? Two years? What about the employee who is on her third job since graduating from college in 2012. She’s definitely a short timer, right?
Jack Jampel, HR expert and a form
er co-worker and de facto boss of mine (I never reported directly to Jack, but he was definitely a leadership influence in my career), is a bit frustrated with the idea that we can’t count on employees to stay around any more. He wrote on LinkedIn
“PLANNING FOR SHORTER EMPLOYEE TENURES IS THE NEW NORMAL”. Over the past several weeks I have now heard this referenced three times as a potential upcoming new “business strategy” and it is quite concerning. Millennials have a reputation for moving from job to job, being constantly on the lookout for the next best thing. I bet if you survey Baby Boomers, many have moved from job to job just as frequently as Millennials in their first five years. One of the most critical factors impacting the frequency of job movement is where one is in their life (i.e. married or single, children, home ownership, etc.) and not simply because you were born during the “Millennial” generation. Lets hope we don’t see Talent Management modules popping up on “How to Manage and Get the Most out of Short Term Employees”. These will be the companies who are not investing enough time and money in developing the right strategy and implementing the right technology to ensure your employee satisfaction and engagement is both up-to-date and impactful. Oh, and by the way…. I also love working from home and I’m no Millenial 🙂
I love the idea of a Talent Management module called “How to Manage and Get the Most out of Short Term Employees” because it lays it straight out. What can you get out of these people without putting anything in?
To keep reading, click here: When a Millennial Quits, Did You Drive Her Out?