Sunday, March 25, 2012

3 Tips for Improving Youth Employee Loyalty

3 Tips for Improving Youth Employee Loyalty ( Surveymethods.com)

Employee loyalty in the younger population is shockingly poor. Young employees tend to jump around from job to job at the start of their career as they learn what they like, what they don’t like, and the ins and outs of the business world. Sometimes they leave for just reasons – for example, not being treated with respect or given the right compensation because they are a younger employee. Other times they leave for the wrong reasons, such as not respecting management’s superiority.

Regardless, it’s clear that for younger employees to help your business thrive, you need to make sure their loyalty is strong. Here are a few suggestions for improving employee loyalty with younger employees that will hopefully keep the best ones around for longer.

Youth Employee Loyalty Tips
  • Adequately Compensate – Youth are not necessarily in a bargaining position to request a higher salary. But if the employee deserves a higher salary, give it to them anyway. Young employees that know that their hard work is being rewarded are going to be far more likely to look at your business as a place that they can respect in the future. Abusing their abilities without increasing compensation is going to have them seeking out opportunities elsewhere.
  • Praise – Younger employees are often nervous about their performance. You will vastly improve their satisfaction if you show them their contributions are appreciated, especially when they are starting out at a position that is considered “low” in your company. The less the position is paid, the more praise needs to be given.
  • Add Responsibilities – While this will need to be combined with increased compensation, a younger employee that is given promotions and further responsibilities is going to see the company as a potential long term fit. One of the main problems for younger employees is that it’s often difficult for them to see any advantage in staying with the company.
The idea that younger employees can come in and replace older employees for a lower cost is a tempting one, and one that does have a logical basis. But unless you are willing to also improve your satisfaction efforts in such a way that the younger employee’s loyalty increases, you are likely to lose them in a few years and be forced to cover the costs of hiring a new employee once again. If you are going to choose inexperienced employees with the hope that they will stick around with the company in the long term, you have to make sure that you are changing your satisfaction efforts in favor of the younger employee so that they stick around for a long period of time.

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