In this HR compliance webinar attendees will learn why Millennials and other employees stay or leave and learn practical techniques you can use to retain the best employees.
The Millennial generation is a force to be reckoned with. They are talented, innovative, entrepreneurial, and creative. They are also highly mobile and prone to job hopping. Retaining top talent is a key business imperative and old strategies are no longer effective.
More than 60% of Millennials leave their company in less than three years and their turnover is greater than any other generation. In addition, there are now more Millennials than Baby Boomers in the workforce. 60% are open to a different job and 36% will look for a new job in the next year. No question they have their own style, attitudes, and beliefs. Unfortunately, most companies don’t have a focused retention strategy to retain these important employees.
The good news is that Millennials prefer to stay with the same company and they will if given the right environment and opportunities. There are strategies and tactics that can improve retention rates.
The Millennial generation is a force to be reckoned with. They are talented, innovative, entrepreneurial, and creative. They are also highly mobile and prone to job hopping. Retaining top talent is a key business imperative and old strategies are no longer effective.
More than 60% of Millennials leave their company in less than three years and their turnover is greater than any other generation. In addition, there are now more Millennials than Baby Boomers in the workforce. 60% are open to a different job and 36% will look for a new job in the next year. No question they have their own style, attitudes, and beliefs. Unfortunately, most companies don’t have a focused retention strategy to retain these important employees.
The good news is that Millennials prefer to stay with the same company and they will if given the right environment and opportunities. There are strategies and tactics that can improve retention rates.
Bob Verchota
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Updated Metro 2®, e-OSCAR and the New Tougher FCRA/CFPB Com…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Introduction to Generative AI for Accountants
Dealing With Difficult People In Life & Work
Surviving and Thriving Organizational Change and Loss: The …
Impact Assessment and Risk Management for Change Control
How to Write Effective Audit Observations: The Principles f…
Excel Deep Dive: Advanced Tips & Techniques – A 3-hour Work…
FDA Regulation of Artificial Intelligence/ Machine Learning
Coming Soon - New Minimum Salary Levels for Exempt Employee…
Marijuana: Compliance and Safety in the Workplace
Stressed Out: How to Handle Conflict, Difficult People and …
2025 Top Employment Regulations That Will Impact Employers!
How to Handle Workplace Conversations Around Politics and R…
Data Integrity: Compliance with 21 CFR Part 11, SaaS-Cloud,…
How to Give Corrective Feedback: The CARE Model - Eliminati…
Improving Employee Engagement & Retention Through Stay Inte…
SOPs - How to Write Them to Satisfy those Inspectors
Why EBITDA Doesn't Spell Cash Flow and What Does
Marketing to Medicare or Medicaid Beneficiaries - What You …
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Human Error Reduction Techniques for Floor Supervisors
Documenting Misconduct that Will Stand Up in Court
Tattoos, hijabs, piercings, and pink hair: The challenges …
Trial Master File (TMF)/eTMF, & FDAs Draft Guidance for Ele…
Project Management for Non-Project Managers - How to commun…
OSHA Requirements for Supervisors, Project Leaders & HR - W…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Sunshine Act Reporting - Clarification for Clinical Research
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Female to Female Hostility @Workplace: All you Need to Know
Humane Layoffs: How to Let People Go with Compassion and De…
Onboarding is NOT Orientation - How to Improve the New Empl…
Managing Toxic & Other Employees Who Have Attitude Issues
Building GMP Excellence: A Guide to Implementing Compliant …
Excel Power Skills: Master Functions, Formulas, and Macros …