企业如何留住80和90后员工？

1. In your company, which age group has the highest turnover? 

1. 在你们公司，哪个年龄段的员工流动性最高呢？ 

2. 如果你是千禧一代，你会受哪些因素的吸引而选择继续留在当前的公司呢？

1. Inspiration Channel（灵感通道） 

1) Our whole company has had a problem recently with high turnover in this age group---mid-twenties to early thirties. It's true, Millennials are quicker to jump ship than any other generation of employees, especially Baby Boomers. One new study from Payscale.com, for instance, says that more than 40% of Boomers think people should stay in one job, or at least one company, for at least five years. A scant 13% of Millennials agree. 

二十五六岁到三十出头，这个年龄段的员工在我们公司的流动性最高。相比其他年龄段的员工，尤其是婴儿潮一代，千禧一代（80后、90后）跳槽的频率确实更高。例如，薪酬网站Payscale.com的最新研究显示，超过40%的婴儿潮一代认为，一份工作应该至少做满五年，或者至少在一家公司工作五年。持同样观点的千禧一代却仅有13%。 

2) There's also lots of evidence that young workers hold much different expectations about work than their elders ever did. So bosses intent on keeping them around may have to make some specific changes in the way they lead their teams. Millennials want more openness and transparency. They also need more encouragement, and more of asense that they're making progress, than most managers are used to giving people. 

此外，有许多证据证明，年轻人对工作的预期与前辈们不同。所以，要想留住他们，雇主必须适当改变一下领导方式。千禧一代希望管理更加开放和透明。他们还需要更多鼓励，更希望感觉自己在不断进步。在他们看来，大多数管理者习惯提供的那种鼓励还远远不够。 

2. Extended Reading（拓展阅读） 

What works, and doesn't, in inspiring twenty-something talent to stay put. Here are four steps recommended: 

哪些措施有助于留住二十多岁的年轻才俊，哪些措施无法做到这一点。下列推荐了四个步骤： 

Make goals clear, both theirs and yours. It's important to Millennials that you connect those dots. They want to see the big picture. Get out of their way. Millennials tend to rebel against micromanagement, so avoid it. Your role is to help — in setting small interim goals and deadlines that lead up to larger ones, for example — without hovering. Give lots of positive feedback. Annual performance reviews do not work with Millennials, they look for feedback and direction every week or two. Show them a career path. Despite what often looks like a disjointed series of short-term moves, Millennials are intensely focused on the long term. 

目标要明确，包括他们的和你自己的目标。对于千禧一代而言，弄清楚不同工作之间的关联非常重要。他们希望了解全局。不要成为他们的拦路虎。千禧一代往往对微观管理非常反感，所以要尽量避免微观管理。你的作用是提供帮助——比如为实现更大的目标，设定较小的临时目标和最终期限等——但决不插手干涉。提供大量积极反馈。年度绩效评估不适合千禧一代。他们希望每一两周便能得到一次反馈和指引。向他们展示职业发展路径。虽然千禧一代经常进行看起来毫无章法的短期变动，但他们其实非常注重长期发展。