Create a Gen-X friendlY workplace to retain ' fiesh talent

Bv Deanne DeMarco

rnHE 75 million Baby Boomers

I who make uD 457o of the workforce are now siarting to retire: in 2007 that rate is expected to hit three million people. And the mass exodus of Boomers from the workforce will only increase over the next ten years. So the question is: Who will rePlace these retiring workers?

While logic would dictate that the next generation (Generation X, as they're called) will simply step in and fill the newly vacant roles, that is simply impossible. WhY? Because the Gen X populationthose born between 1964 and 1977-totals a mere 45 million peoPle. That's a deficit of 30 million workers. As one economist from the Office of Labor Statistics noted, "over 500 occupations will be adversely affected bY the boomers' departure." It doesn't take a rocket scientist to figure out that a worker shortage is on the horizon'

To make matters worse. retaining Gen-X employees is a challenge that plagues many companies. A number of research studies suggest that one in five Gen-Xers is preparing to leave their current job. Gen-Xers are leaving the big corporations in droves to be entrepreneurs or to join smaller companies-even if it means taking a pay cut. According to exit Polls and research studies, they are disgusted with the mismanagement of top corporate officials, hierarchical politics, corporate ladders, and the lack ofjob satisfaction and job fulfillment.

Gen-Xers across the countrY echo the same message: They want a GenX friendly workplace. And that, in fact, is the key to retaining these skilled workers in your company so you're not left in the cold when the labor shortage hits. Following are four strategies that will enable You to attract the Gen-X talent you will need to stay successful and competitive in the years to come.

'1. Focus on collaborative relationships.

Gen-Xers grew uP in social conditions very diflerent than previous generations. Many were latchkey children, and 5O7c were raised in single parent homes. They often sPent an excessive amount of time alone. As a result, today Gen-Xers are relationship builders. In fact, this need for strong relationships touches every aspect of their lives-at home, at work, and as consumers. As such, companies need to develop new communication models that include strategies for building "it" together.

Unfortunately, many managers still don't use their workforce to collaborate on projects, goals, or the development of ideas. Instead, they use coercion or dictate what is going to be done. But that approach won't cut it for the Gen-X workforce. Companies that want to retain these workers for the long haul need to take a collaborative approach to such things as decision making, problem solving, and product development. Yes, Gen-Xers want the company to do well, but they also want to be a strong voice in taking the company where it needs to go.

So rather than tell your Gen-X employees what steps to take to solve a problem, allow them to brainstorm with you to generate ideas. Or when you need to decide on a course of action, get their feedback on which option to pursue. Really listen to what they offer and act on their input. Be open to what they say; often their suggestions will amaze you.

2. Offer varietv.

In the past, B;by Boomers were interested in job status and climbing the corporate ladder. In contrast, GenXers are interested in equality, flexibility, and a lattice corporate structure. The Gen-Xer is not impressed with status symbols like title or position; they want an uncensored corporate structure coupled with opportunities to learn new skills. Given the choice, they prefer flex hours and the ability to telecommute over a higher salary.

Therefore, rather than restrict your Gen-X workers from trying new things, encourage it. Offer opportunities to learn new skills, to job share, and to assist in projects in other departments. Gen-Xers yearn for increased intellectual stimulation. If you keep them "in a rut," doing the same thing day in and day out, they'll quickly get bored. That's when they start cyberloafing and looking for employment elsewhere... or mapping out their own entrepreneurial vision, which could be in direct competition with you.

Additionally, since Gen-Xers were raised in the information age, they expect to have the latest tools to do their job. Remember, this group was the first to do their high school papers on the computer, and they are technically savvy. To not provide the latest and greatest technology is equivalent to handing them the "want ads."

3. Work in teams. Teaming and the ability to bond

with others is core to the Gen-X work ethic. And while many organizations give lip service to team-building training and activities, most organizations are rigidly bureaucratic and employees do not feel valued as a person. In fact, the "good old boys," "bureaucratic cultures," and "double standard" of yesteryear are seen as draining, egocentric, and childish to Gen-Xers. That's why companies need to focus on creating a team-focused environment to keep workers.

For example, when it comes to leading Gen-X workers, managers need to do more than just manage; they need to work alongside the employees doing the daily activities. Also, assign teams within the department to complete projects. For each new task or project, rotate the team leader so that everyone has the opportunity to develop his or her leadership

(Please turn to next page)

Ouolity Western Cedqr Products

lx4

2x2 cleor cedor BALUSTERS in 36, 42 ond 48" lengths

ACQ CA-B BORATES D-BLAZE' ACZA(CHEMONITE') CCA Treating Drying Services (KD, KDAT) Staining (Browntone) Rail siding (BNSF) ,ooo o"!,Xl!Ti f;i:'iT'i.hX?: Bf, n $u, WWW.THUNDERIZED.NET

Sacramento, CA Sales Offices Portland.0R

Bob Palacioz, Sales/Marketing Manager (916) 402-3248 Fax (916) 339-24j7 bobpalacioz@ sbcglobal.net "We T[eat Wood Right"...Quatity Wood

Jerry Farley, Sales (503) 936-9976. Fax (503) 492-1355 thunderboltnw @ verizon.net