Currently, there are many sectors facing a shortage of workers, and with the general up tick in the economy, this isn't going to improve. It's going to become increasingly important for all organizations to ensure they have sound recruitment and retention practices as it's going to be an employee's market.

Many articles have been written on how to recruit effectively, but most companies have a range of employee age groups and often don't understand the differences between these generations to ensure their needs are met and remain with the organization.

Mature employees are those that are very close to retirement and are usually loyal and an important resource with a great corporate memory bank. They generally have a long-term commitment, are concerned about the future, sacrificed for their children, and are loyal employees. With a lot of discussion lately about eliminating mandatory retirement, this is a generation that should not be disregarded.

Then there are the Baby Boomers . This is the fastest growing sector in the workforce and the largest generation making up the management group in most companies. Boomers are seen as being workaholics, and are now experiencing the affect of that with record rates of employees on stress leave. Statistics show that 36% of workers have experienced a health problem this year due to workplace stress. Many of this generation have also been victims of downsizing which has resulted in career changes.

Generation X makes up 33% of the workforce and are the up and comers - the 26 to 40 year olds that are considered our future. There has been a lot of hype about this generation, and there are a few myths that need to be dispelled:

• Myth: This generation is disloyal. 

Reality : The reality is, they're realists. They entered the workforce when companies were downsizing and reengineering and saw many of their parents lose their jobs.. They prefer short-term positions allowing them to be independent, and have a realistic view of the future. They realize a job isn't for life and they want to be in control of their own destination. If not satisfied, they will move on.

• Myth: Gen Xers are arrogant and don't want to be told what to do. 

Reality : The truth is, a lot of us don't like being told what to do. Gen Xers spent a lot of time alone in single parent families or with both parents working. They learned to fend for themselves making them independent problem solvers and quite entrepreneurial.

• Myth: They have a short attention span.

Reality: Gen Xers have grown up in the Technology Revolution ? cells phones, computers, the Internet, faxes - this is how Gen Xers communicate. This has created voracious learners who are great at multi-tasking and can sort through masses of information at a fast pace and know how to use technology to help them do that. They like a fast and active pace.

• Myth: Gen Xers demand instant gratification. 

Reality : This generation has experienced more rapid change than any generation before them. Change is the only thing this generation can rely on. Therefore, they constantly check and monitor things and seek regular feedback. Growing up in a culture of immediacy and uncertainty, they expect quick response or input.

Gen Xers view companies as places to grow, not places to grow old. They know there is no job security but they expect companies to help them stay marketable.

After Generation X, we have Generation Y - also known as the Echo Boomers or the Millennium Generation. These are kids born between 1981 and 1995 and are the biggest bulge since the boomers. In North America they are 60 million strong. They are more racially diverse (1 in 3 are non-Caucasian), many come from single parent families, are learning technology at a very young age, and 3 in 4 have mothers who work outside of the home.

Now that you understand some of the generational differences, lets look at what organizations should be doing to ensure they retain staff and keep them engaged.

1. Ensure your salaries are competitive and ideally have some financial incentives such as a bonus program to recognize employee contributions.
2. Establish a rewards and recognition program to show appreciation for employee contributions. These are typically non-monetary such as movies passes, event tickets, free pizza, breakfast with the President, etc.
3. Provide ongoing feedback , and don't just wait until it's annual review time. Take the time to get to know your employees at a personal level and find out what they value. Then you can and try and reward them with things and events that are meaningful to them.
4. Deliver on your promises . During the hiring process, you're in selling mode and talk about all the things that make your company a good place to work. But remember, if you promise something, make sure you deliver.
5. Walk the talk . Be a coach and a mentor that employees respect. GenXr's are challenging all managers to be better leaders and won't tolerate the "do as I say, not as I do."
6. Employees want a work environment where they can grow and learn new things. For the GenXr, they know there is no job security and don't expect employment for life, but they do expect the company to help them stay marketable. "Earning their stripes" isn't an option as many don't trust they'll be with an organization long enough to do this. But if you explain the path and create an action plan toward the goal, this will give them something to run with and allow them to get their feet wet without getting in over their head.
7. GenXr's thrive on change and challenge. Consider a program where employees can rotate positions and learn new skills. This is a great way to cross-train any employee, which is always beneficial to an organization.
8. Treat employees equitably. Make sure HR polices and systems are in place and apply them consistently.
9. Foster creativity. If there is a more efficient and easier way to do a job, a GenXr will be all for it. Create an environment where people feel comfortable making suggestions, and if you do put some suggestions into practice, give credit where it?s due and formally recognize the contribution
10. Share company goals. Employees want an exciting place to work where they can make a difference. They want to play a role in realizing company goals and these goals need to be shared. Every employee should be able to see the company's strategic plan. This strategic plan should filter down into an operational plan, and employees should be setting goals that tie into achieving overall corporate objectives. Establishing goals that are clear and are celebrated when achieved is very important to retention and productivity.
11. Be a good manager. Help employees by being available for help and approachable -- but don't micromanage. Remember, GenXr's in particular are independent and generally good at problem solving; they just need some guidance regarding the parameters they need to work in.
12. Create a fun environment. Many GenXr's have seen the result of stress on their parents and are not willing to sacrifice their personal life and run the risk of burnout. They like a fun environment and will generally work harder for those they also play with.
13. Communicate . Employees want to be in the loop, and also feel like they can voice their opinions. Have regular ongoing meetings and create an environment where two-way communication is encouraged . .
14. Establish flexible policies. Lifestyle is important and more companies are focusing on ensuring their employees can have a healthy balance between work and family. Employees are less willing to give up their family life so it's important to have flexible policies.
15. Invest in training and development. Employees want to feel they are continually learning and not stagnating. Incorporate career development into your year-end reviews by developing a learning plan for each employee for the coming year. This doesn't necessarily have to be external training, but can include on-the-job training, workshops, seminars, lunch and learns, job rotation, special projects, computer-based learning, reading materials, etc. Training and development doesn't have to be costly, but employees need to see that you value and support their learning and are willing to make an investment.

These retention strategies aren't important to just GenXr's; they're good leadership and management practices that all employees should expect.

Good managers should know that employee satisfaction is essential to healthy teamwork, initiative and productivity. So take a good hard look at your organization and your managers and make sure they're practicing effective leadership and management. Some companies will even hire a consultant to conduct an organizational review to see how they're performing in the human resources area to identify where they need to improve. This sends a very strong message to your staff that you care about their well being and their future with the organization and want to fix what isn't working.

This generation is challenging all managers to be better leaders, which in the end will help all of us.

Barb Schimnowsky is a Certified Management Consultant and Senior Manager with Meyers Norris Penny's B.C. Advisory Services practice specializing in Human Resource Consulting and can be contacted at barb.schimnowsky@mnp.ca