Are you ready for the employee of the future – the one that has been burned by the workplace, with zero loyalty to “the company” and preference for striking out on their own? Don’t know what I’m talking about? Jack and Suzy Welch explained it this way:

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This recession has left a deep scar on the psyche of working people. Previous recessions came on more slowly, their layoffs occurred more gradually. And previous recessions didn't leave most people blaming business, especially Big Business, for what went wrong. Something fundamental in our society has changed, and it will show in how people choose their next jobs. … We can't be precise about when this terrible recession will be over. All we know is that it eventually will be. And when it is, a brave new type of employee will rule the day. And only brave new companies will be able to entice them back.

Need more proof? In one of their global workforce indices, Kelly Services reported:

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• 51 percent of Gen Y are prepared to accept a lower wage or a lesser role if their work contributes to something more important or meaningful.
• 62 percent of Gen X plan to look for a new job within a year.
• 46 percent of baby boomers say their career goals are not being advanced in their current job.

Note these are Kelly’s global findings, showing the same trend across all workplace generations – general dissatisfaction with their current position and a desire to look elsewhere. What are you doing or planning to do to counteract this talent drain?

Clearly, you need to feed your employees’ needs for psychic income – the need for social acceptance, self esteem and self realization that can never be met through compensation. Strategic recognition is a powerful tool for positively reinforcing employees for those actions that reflect the company values while achieving the strategic objectives. This approach ensures employees understand the importance of their efforts within the bigger picture and helps communicate the value they hold within the organization.

What other solutions do you suggest for reversing this expected trend that will see your best employees head to your competitors?