Retaining Millennials in Today's Workforce

In this HR compliance webinar attendees will learn why Millennials and other employees stay or leave and learn practical techniques you can use to retain the best employees.

• Why do Millennial employees stay or leave?
• How to measure turnover?
• The relationship of compensation to employee satisfaction and motivation
• The relationship of leadership to retention and turnover
• How to create a workplace "community"?
• Why recruitment and interviewing are important in managing turnover?
• The importance of "Stay interviews"
• 135 ideas for reducing turnover
• 10 steps toward great retention
• Ideas for more effective onboarding
• Importance of realistic job previews
• 7 steps to giving effective recognition
• Linking benefits to retention
• The 5 components of the retention model
• Keys for millennial retention

• Cite factors that contribute to Millennial employee turnover
• Identify strategies for retaining employees
• Understand the link between leadership, employee satisfaction, and turnover
• Measure employee turnover
• Cite three factors that contribute to employee motivation
• Understand the priorities of the Millennial generation

The Millennial generation is a force to be reckoned with. They are talented, innovative, entrepreneurial, and creative. They are also highly mobile and prone to job hopping. Retaining top talent is a key business imperative and old strategies are no longer effective.

More than 60% of Millennials leave their company in less than three years and their turnover is greater than any other generation. In addition, there are now more Millennials than Baby Boomers in the workforce. 60% are open to a different job and 36% will look for a new job in the next year. No question they have their own style, attitudes, and beliefs. Unfortunately, most companies don’t have a focused retention strategy to retain these important employees.

The good news is that Millennials prefer to stay with the same company and they will if given the right environment and opportunities. There are strategies and tactics that can improve retention rates.

• Individuals responsible for employee retention
• Human resources
• Employee development
• Leadership and management

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. 

Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.