1. Recruitment
There is never a wrong time to be hunting for real talent. It's as simple as asking the following questions:

• Why should people work for your organisation?
• Do you know a great potential employee when you see one?
• Can you find great people who aren't looking for you?
• Are you great at communicating to people how your company works and wins?

2. Retaining staff
I will be willing to take a lie detector test on the following statement: "people are our greatest asset". How many companies do you know put tangible planning time into the people factor as they do into finance, marketing and sales? For 'now decision makers' this is the moment to design meaningful people strategies.

We are in times of current and pending skill shortages, so retention of your talented employees is key. A contributing team member is still valued in good and bad economic times. Think carefully how you are going to hold on to them this year.

Know who your good people are. Identify and invest in star performers and strive to keep them. And what's more, defend them.

3. Training
Invest to develop people in 2011. In previous years you may have cut the training budget, but now is the time to re-visit the systems and strategies needed to ensure the following takes place: training, rewards and recognition, and creating an environment that your staff feels part of.

Tips to Finding and Keeping Gen Y

Given an organisation may have three generations making up their work force, life for a team leader or manager can be fairly complex these days. Following are tips to keep in mind as you engage with Gen Y; a vibrant, talented audience:

1. Understand generational differences
Each generation is different. They have grown up in different times. From post- WWII to the internet generation, for each the environment and expectations were different.

To create a harmonious workplace take the time to understand and appreciate what makes each generation different in order to know what motivates them, how they work and what they need in order to be successful.

2. Embrace new technology tools
Gen Y has grown up with technology. We may recall the day our first colour television arrived at home, yet Gen Y may never recall a day where they did not have a computer or instant messaging on their mobile.

They spend a significant amount of time on-line: socializing, communicating, shopping, downloading music, reading news, watching videos, playing games, looking for jobs, researching potential new employers and seeking information to build their careers.

So - to attract Gen Y you need to appear in the places that they are looking. We recommend you develop a cross platform approach using tools such as: on-line job boards, video position descriptions, social media strategies (such a Facebook), micro sites to entice/inform, blogs and internet advertising.

3. Tailor benefits
What's 'good for the goose is not always good for the gander'. It's import at to understand what motivates Gen Y to be successful. You may be surprised to learn that Gen Y is not necessarily motivated by money. Consider:

• Flexible working arrangements
• Career development opportunities
• Additional benefits such as the latest gadget, adventure experiences, gym membership, retail vouchers or something as simple as time off work.

To get started, the best thing to do is talk with your employees and see what appeals to them. You can be assured, they will be happy to tell you.

4. Communicate, communicate...
Gen Y has been brought up in a world where they have been regularly asked their opinion - and they are usually not shy about expressing their opinions.

They are used to regular feedback and recognition on their performance and they like everything to happen immediately.

It's no wonder they expect this to happen in the workplace.

In order to manage Gen Y successfully we recommend the following:

• Have regular catch-up sessions to provide constructive feedback on their work
• Create an environment where they feel encouraged to make a contribution
• Give them chunky organisational problems to work on as opposed to a task list
• Ensure they receive recognition for the good work they produce with appreciation and reward.

5. Mutual respect
Just as Baby Boomers bring work/life experiences, know-how, hard working attitude - Gen Y bring a fresh approach, an aptitude for learning, technology and social media savvy. There may be a prevailing notion that Gen Y 'needs to wait their turn', however we just need to look at the number of entrepreneurs under 30 years of age running successful multi-million dollar enterprises to see that their talent deserves respect.

Empower Gen Y to succeed. Invest in their learning and development. Work towards creating an environment which is respectful, stable and productive for future growth.

For those wanting more information about recruitment and current trends in the market, contact Frog Recruitment.

This communication contains information, advice and comments, which represent the individual authors expressions of thought. TelstraClear disclaims all responsibility and liability arising from any acts (or omissions) by any party in reliance on any of the information in any way.