Christopher Vickman, a digi-geek who works for a large computer consulting firm in Minneapolis, MN says his organization "pays decent, but it's not the reason you come here."
The owner of the company, Rick Born, agrees, "You can't just pay cash and expect to get the performance." Born uses a $250 clothing allowance, free laptop computers, and access to several summer lake cabins and resort homes to motivate his talent.
And it works. Born cites a 20% turnover rate in an industry that averages 40-45 percent. (1)
So before you open your wallet for year-end bonuses next month, consider these fast facts for WHAT MOTIVATES GENERATION X (20-39 year olds):
Control over their time
Studies show that Gen X'ers work four hours longer per week than the average U.S. Employee. Flex-time, job sharing, and telecommuting are popular perks for Gen X'ers.
Opportunities for training
Gen X'ers know that job security comes from inside, so they constantly build the skills and networks that will serve them at ANY organization. Technology training, management training, and leadership training are some of the skills Gen X'ers are eager to develop.
Thanks and praise
Sure it's old fashioned, but hand-written notes, a basket of their favorite treat, or tickets to an event they would enjoy is a great way to incentivize young talent. Be sincere! Gen X'ers can sniff a scam from 100 paces.
(1) Kristin, Tillotson, "Today, a perk is more than a parking spot;" Minneapolis Star Tribune, Sept. 4, 2000
What are you doing to attract and keep young talent?
Comments
