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Same As It Never Was  

It’s a different world.  In fact, it’s changing so quickly, it’s a different world every couple of years. 

If you want to grow your organization, you’ll more than likely have to abandon some of the old tried-and-truisms that just don’t work any longer. 

For example:  How are you going to hang on to good people — the bright knowledge workers — when everybody is trying to out-recruit and out-hustle you?  How do you keep the best and brightest on the payroll when your neighbor down the street blatantly waves bushel-basketfuls of cash? 

Recognize that “loyalty” doesn’t cut the proverbial mustard anymore.  Ask the 50-somethings who were “downsized,” “outplaced,” “rationalized,” and “de-hired” during the late 1980s and early ‘90s after devoting their lives to being “loyal organization men and women.”  Not to mention the past couple of years of economic uncertainty and the resulting layoffs.  And all the while, the younger workforce has been looking on with a sneer:  “Loyalty!” they laugh. “Some loyalty!”   

The challenge you now face is to rekindle that concept of loyalty, to retain the talented people who cost you a lot to find and then to recruit … and would cost much, much more to replace. 

Yes, it’s a new world: a world where key jobs outnumber talented candidates, even in times of the worst economic downturns.  And despite that, you have to hold on to the Generation Y employees — a group of some of the most savvy, loyalty-disinclined workers ever (at least according to the “old” definition of loyalty).   

The good news: There are tools and processes that can help you quickly identify how to keep your top talent … and even predict which key employees are at risk for jumping ship. Then, see our affiliate site for more information on tips & tools for leading and managing change, even in the most turbulent times:

http://www.changerus.com/PUSH-for-Change.html