Reducing Unnecessary Employee Turnover (continued from page 27)
E ntitlement – Millennials may have unrealistic expectations entering a position so
it is key to communicate clearly defined expectations from the start. They should be
evaluated regularly, appreciated for a job well done, and offered new advancement
opportunities.
Ms. Silletto stressed the necessity of instituting organizational strategies such as
strengthening employer brand; improving corporate communication channels, frequency
and content; scheduling shifts creatively; modernizing hardware and software; and
revamping the on-boarding experience to make new hires feel more welcome.
Companies that do so are successful at bridging their widening generational gaps.
Ms. Silletto pointed out the benefits which can be realized by all employees when the
influence of Millennials impacts working conditions. Employee turnover isn’t restricted
to your twenty-year old staff, it happens across all age groups. She asked managers
to consider offering shorter schedules than the traditional 10 to 12 hour shifts. This
change could allow Baby Boomers to stay in the workforce three to five (or more)
years longer than if they had to keep up the rigorous demands of longer shifts. This
gives you the opportunity to keep your dedicated, experienced staff for a much longer
time as they transition into retirement. It becomes less of an “all or nothing” workforce
and provides the leadership and mentoring the younger staff need.
Announcing
New Online Course
4 Special Discount for LeadingAge New York Members
4 Hear from thought leader Cara Silletto, MBA
4 Gain critical insights about all of today’s workers in order to bridge the widening
generational gaps and reduce unnecessary employee turnover costing your organization
precious dollars.
4 Learn more and register here: https://goo.gl/JfTmwR
This program is provided by the partnership between:
leadingageny.org
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