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

1. 在你們公司，哪個(gè)年齡段的員工流動性最高呢？ 

2. 如果你是千禧一代，你會受哪些因素的吸引而選擇繼續(xù)留在當(dāng)前的公司呢？

1. Inspiration Channel（靈感通道） 

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. 

二十五六歲到三十出頭，這個(gè)年齡段的員工在我們公司的流動性最高。相比其他年齡段的員工，尤其是嬰兒潮一代，千禧一代（80后、90后）跳槽的頻率確實(shí)更高。例如，薪酬網(wǎng)站Payscale.com的最新研究顯示，超過40%的嬰兒潮一代認(rèn)為，一份工作應(yīng)該至少做滿五年，或者至少在一家公司工作五年。持同樣觀點(diǎn)的千禧一代卻僅有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，有許多證據(jù)證明，年輕人對工作的預(yù)期與前輩們不同。所以，要想留住他們，雇主必須適當(dāng)改變一下領(lǐng)導(dǎo)方式。千禧一代希望管理更加開放和透明。他們還需要更多鼓勵，更希望感覺自己在不斷進(jìn)步。在他們看來，大多數(shù)管理者習(xí)慣提供的那種鼓勵還遠(yuǎn)遠(yuǎn)不夠。 

2. Extended Reading（拓展閱讀） 

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歲的年輕才俊，哪些措施無法做到這一點(diǎn)。下列推薦了四個(gè)步驟： 

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. 

目標(biāo)要明確，包括他們的和你自己的目標(biāo)。對于千禧一代而言，弄清楚不同工作之間的關(guān)聯(lián)非常重要。他們希望了解全局。不要成為他們的攔路虎。千禧一代往往對微觀管理非常反感，所以要盡量避免微觀管理。你的作用是提供幫助——比如為實(shí)現(xiàn)更大的目標(biāo)，設(shè)定較小的臨時(shí)目標(biāo)和最終期限等——但決不插手干涉。提供大量積極反饋。年度績效評估不適合千禧一代。他們希望每一兩周便能得到一次反饋和指引。向他們展示職業(yè)發(fā)展路徑。雖然千禧一代經(jīng)常進(jìn)行看起來毫無章法的短期變動，但他們其實(shí)非常注重長期發(fā)展。