Comments on: Addressing the Shift from Boomers to Gen Y http://www.cambriaconsulting.com/2007/09/13/addressing-the-shift-from-boomers-to-gen-y/ Sun, 20 Jul 2008 01:11:12 +0000 http://wordpress.org/?v=2.5.1 By: Gen Y http://www.cambriaconsulting.com/2007/09/13/addressing-the-shift-from-boomers-to-gen-y/#comment-38 Gen Y Fri, 14 Dec 2007 17:18:19 +0000 http://cambriaconsulting.com/2007/09/09/addressing-the-shift-from-boomers-to-gen-y/#comment-38 Ethel you answered your own question. If you have a new hire that has been with your company for two years perhaps the general COLA ("cost of living adjustment") with a small order of fries just does not cut it. If your talent can walk for 25k then perhaps you should consider giving them a substantial raise. For me leaving is a pain in the butt. Money is not the only issue either. Having a clear path for promotion and advancement is also important. If I have to wait around for a baby boomer to retire then money can keep me around only for so long. Ethel you answered your own question. If you have a new hire that has been with your company for two years perhaps the general COLA (”cost of living adjustment”) with a small order of fries just does not cut it. If your talent can walk for 25k then perhaps you should consider giving them a substantial raise. For me leaving is a pain in the butt.

Money is not the only issue either. Having a clear path for promotion and advancement is also important. If I have to wait around for a baby boomer to retire then money can keep me around only for so long.

]]> By: Ethel Evans http://www.cambriaconsulting.com/2007/09/13/addressing-the-shift-from-boomers-to-gen-y/#comment-29 Ethel Evans Fri, 02 Nov 2007 23:21:54 +0000 http://cambriaconsulting.com/2007/09/09/addressing-the-shift-from-boomers-to-gen-y/#comment-29 Most of the comments in your blog jive with our experience. I work for one of the large global energy companies and we are having a tough time filling our open job positions -- i.e. recruiting Gen Y, as well as retaining new hires for more than a year or two. In the energy industry, new employees can walk across the street at any time and get a $25,000 pay increase. It is very painful and costly to recruit and train new employees only to have them leave for a competitor within a year. I would be grateful for advice in this area. Most of the comments in your blog jive with our experience. I work for one of the large global energy companies and we are having a tough time filling our open job positions — i.e. recruiting Gen Y, as well as retaining new hires for more than a year or two. In the energy industry, new employees can walk across the street at any time and get a $25,000 pay increase. It is very painful and costly to recruit and train new employees only to have them leave for a competitor within a year. I would be grateful for advice in this area.

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