You’ve heard the reports: Baby Boomers will be retiring in great numbers.   Years of knowledge will be walking out the door.  This will leave organizations with huge holes in their management and employee ranks.  To make matters worse, companies will find themselves competing for scarcer resources – resources that have less loyalty than their predecessors.

How will your organization handle this challenge? 

Our discussion leader this month was Mary E. Texer, who has managed staff at multiple Minnesota companies, most recently at Target.

This discussion focused on:

1. How many of you stay awake at night thinking about talent?
2. What makes people want to join an organization?
3. What makes people leave an organization?
4. Does this differ by age group?
5. Assuming you can hire the best, how do you keep them?
6. Should you buy talent or grow your own – or both?

 

Participants shared their goals for the meeting:

• How to attract the best people
• How to retain the best people
• How to determine a good mix between junior and senior talent

Some issues facing IT departments:

• Moving super techies into management
• Not enough teens choosing IT as their field of study
• Titles are not important
• Finding individual motivators; values, visability, ability to impact
• Distributed environments

 

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