Suggestions for Lowering Young Employee Turnover Rates. generation and

Two of the characteristics that our entrepreneurs stand out are the high level of turnover and the lack of commitment. This is mainly due to the fact that our generation has gone through some economic crises and many of us have seen how our parents or close relatives were separated from their jobs or forced to work with less work hours and lower pay. We have also seen how they were robbed of their savings, dreams and lifelong efforts. In short, we saw how they fought and sacrificed in vain, adding to the complexity of the age in which most of them lived in this situation and the obvious difficulty of recovering, finding work, generating savings again, etc.

For this reason, we have a vision of the business system as perverse, increased even more by the large amount of information that rains down on us from opportunistic lawyers. We have no commitment to companies because we do not see commitment from them. We prefer to take advantage of the different opportunities and gain experiences, money, contacts, information, etc. and then withdraw, before the companies squeeze us out of the system with the difficulty of re-entering.

Freedom is one of our great standards, that is why we like to talk more about “professional projects” with deadlines and concrete actions instead of a long and uncertain “professional career”.

This causes employment to give way to employability. We are not employees, we are employable: Free people, bearers of knowledge and experiences, that we will apply it wherever and whenever we want.

In turn, encouraged by the entrepreneurial spirit, many of us chose the path of independence, work for an NGO, or go backpacking for a year in Europe. Companies don't just compete with other companies, they also compete with our personal ambitions.

How to lower the Turnover Rates? - How to hold us?

To achieve less job rotation with people of my generation, the important thing is to stay motivated and "hooked" with work.

We highly value quality of life outside of work, unlike previous generations we work to live and grow and we do not live to work. We seek a balance between work and family and prioritize personal time over work.

We like to be recognized for our good performance and not only to highlight our mistakes as we feel very frustrated, especially in the induction stages to the company.

We want to enjoy the time we are at work, that is why companies must ensure a good working environment.

We seek personal and professional learning and growth inside and outside the company, we need to feel that we are growing. And I do not mean only promotions, but also growth in knowledge, information, experiences, etc. We join a company, we meet new people, new ways of doing things, different tasks that motivate us. After a certain time, if we no longer see challenges, if there is nothing more to learn or create, or a new motivating goal for us, we will go to another company and the exact same thing will happen.

We love to feel within an environment that privileges freedom of decision, participation, assessment, and concretion of our contributions.

And if there are fewer rules and more flexible hours within the company, much better!

How to motivate ourselves?

There are different ways to stay motivated, it all depends on the company and the type of tasks carried out in it.

Large companies are innovating a lot in terms of motivational aspects and talent retention, but not all companies can apply them.

Here are some tips to keep in mind when organizing an incentive plan:

- Resolution of challenges

- Flexible schedules

- Relaxed and friendly work climate

- Training programs according to interests and capacities of people

- Incentives for objectives

- Development opportunities within the company