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74 Retaining Top Employees

do, not just the position they hold or the length of time they’ve
been with the organization. As a result, Gen-Xers typically are
comfortable with a higher risk-reward element (bonuses and
discretionary payments) in their compensation package than
Boomers.
Here are some other factors that Gen-Xers appreciate:
• A combination of team-based and individual rewards
reflecting the success of their team as well as their own
individual work.
• Non-traditional, non-cash benefits, such as non-work
retreats, sporting events, and free food and drinks.
• More frequent, smaller payouts (quarterly or even
monthly, rather than the annual bonus that appeals to
Boomers with their more structured, medium- to long-
term view).
The Organizational Culture
Gen-Xers are much less motivated by a monolithic, impersonal
organizational structure (no matter how impressive) than by the
answer to that age-old radio call sign, WII-FM—“What’s in it for
me?”
Unlike Boomers, who
What the Future
May Bring are more likely to appreci-
Gen-Xers are aging just ate the organization’s val-
like everyone else,so keep an eye on ues and ethos for their
those non-cash benefits to see if Gen- intrinsic importance, Gen-
X top employees continue to hold Xers need to feel that
them in high regard.As Gen-Xers espoused values impact
take on more responsibilities (and lia-
them directly.
bilities) and the impact of mortgages The ways in which
and children takes hold,it may well be
Gen-Xers look to the orga-
that pension plans and cash bonuses
nizational culture to
will experience a resurgence in
importance. impact their lives may well
change over the next few
decades, but at this point these are the key expectations that
Gen X employees have of your organizational culture: