Retention of Generation X Workforce

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Secondly, generation X workforce as mentioned earlier are technology oriented; thus, in order to retain them, it is vital to embrace technology within an organization. Technology should be a central component of an organization whereby, employees are allowed to use information technology as they undertake their day to day activities. Technology, particularly the usage ofthe internet provides generation X workers with an opportunity to interact with other workers in other areas relating to ther work. They are able to learn from them and acquire skills that are critical for their career development and growth. Hence, in order to retain such employees, it is crucial for the management to allow employees to use the IT platform to interact with other individuals in differentparts of the globe as the main goal of generation X workforce is to develop in their respective field of expertise.

For the purposes of retaining them, leadership should also provide platforms for career growth and development through training packages and other career progression opportunities in the work environment. Generation X workers are concerned about survival, and they do not live to work but rather work in order to survive. If they view that the organization that they are working for does not provide them with opportunities for progressing so that they could survive in the future when financial obligations will be many, they will leave the organization and look for better terms of service (Densten, 2005). It is, thus, vital for organizations to provide them with training and other career recognition packages with an aim of retaining them.

Flexibility in the workplace is one of the characteristics of generation X workforce. They tend to seek the working environment, which is flexible and challenging in nature. The leadership of an organization has a role to play by providing a flexible work schedule and ensuring that challenges which the workers face can be resolved, in order to retain generation X workers (Burmeister & Martin, 2006). Flexibility should be in favor of the employees as many situations will arise where employees will need some flexibility to address certain problems in their lives. For example, an employee child may fall sick during working hours, and he has to leave his work to take the child to the hospital.

In conclusion, an organization needs to integrate all these factors in order to ensure that there is a balance between work and life as generation X workers need a balance of the two when working. They need to have fun and, at the same time, work. Integration of all the factors will be instrumental in the retention of the generation X workforce.

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References

Bass, B.M., Riggio. (2006). Introduction transformational leadership model. Masters of organizational leadership packet MOL501. Davenport, IA: LAD Custom.

Burmeister, M., Martin, C.A. (2006). From Boomers to Bloggers: Success strategies across generations. Amherst, MA: HRD Press.

Densten, I. L. (2005). The relationship between visioning behaviors of leaders and follower

burnout. British Journal of Management, 16, 105-118.