Page 8 - Retaining Top Employees

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4. Know Your Demographics 58
Boomers, Gen X, Gen Y: The More Things Change,
the More They Stay the Same 59
The Seven Areas of Distinction in Employee Retention 61
Effective Tools for Retaining Boomers 66
Effective Tools for Retaining Gen-Xers 71
Wassup? Planning for Retaining Gen-Yers 77
Manager’s Checklist for Chapter 4 78
5. Compensation: Why It (Almost) Doesn’t Matter 79
Why Compensation (Almost) Doesn’t Matter 80
What a Compensation Plan Must Achieve 82
What to Include in Your Compensation Plan 88
How to Design Your Compensation Plan 94
Maximizing the Results from Your Compensation Plan 97
Manager’s Checklist for Chapter 5 99
6. Employee Recognition: What Works,
What Doesn’t 100
Targeting Your Recognition Program to Top Employees 100
Orienting Your Recognition Program Around Retention 103
Designing Recognition Programs to Enhance Behaviors 105
Designing Specific Recognition Goals 107
Ensuring That Your Targets Are Attainable 109
Setting Fair Outcomes 110
Making Recognition Programs Appropriate 113
Communicating Your Recognition Program 115
Manager’s Checklist for Chapter 6 116
7. Recruiting for Retention 117
What Is Recruiting for Retention? 118
The Employment Contract 119
The New Hiring Model(s) 123
Manager’s Checklist for Chapter 7 132
8. Making the Difference with Orientation 134
The Link Between Retention and Orientation 135
There’s No Such Thing as “No Orientation” 137
Immediate Impact of a Retention-Focused
Orientation Program 138
Medium-Term Goals of a Retention-Focused
Orientation Program 141