Last week, I was quoted in an article in the Wall Street Journal about companies that seek to retain millennials:
Some managers think companies should stop trying so hard. They cite “The Alliance,” a book co-written by LinkedIn Corp. co-founder Reid Hoffman that proposes a different model for the employer-employee relationship—one based on mutual expectations and the possibility of the employee leaving.
At LinkedIn, managers often segment an employee’s career into “tours of duty” that last a couple of years. The employee and manager agree on specific goals to be met during that period. At the end of a given tour, both parties understand that the employee might leave.
“By talking openly about the fact that an employee might leave, you actually increase the likelihood” that he or she will stay on, said Ben Casnocha, a co-author of the book and Mr. Hoffman’s former chief of staff. Employers should make clear that “if it makes more sense for you to leave [than stay], that’s OK,” he added.
A client of Allied Talent, our consultancy that works with companies on talent management, is featured in the article as well:
Toby Murdock, CEO of Kapost, a Boulder, Colo. marketing-software firm, said he has adopted that mind-set. “It is a very fluid marketplace for young people,” said Mr. Murdock, 41. “Let’s be honest about that instead of trying to deny it.”
He wants young workers to consider his company a career accelerator, rather than a parking lot. That attitude has given Kapost a reputation as a career launchpad, Mr. Murdock said, and helps the company attract a stream of ambitious young candidates.
The next day I went on Varney & Co on Fox Business to discuss the topic. Here’s the clip:
There’s a lot more to say on the millennial topic. More to come soon.