How many of your folks will be working for you in a year?

David Maister links to a very interesting article of Rachel Beanland where she lists 10 thought that a newly-hired grad had in mind about the job. As many on David's site pointed out in the comments I agree too that the topic is not about a generation's view or a view of less experiences employee. It's quite relevant for all of us - simply for people staying at the start of their career it's more dynamic and swift. Let me bring here the 10 thoughts along with my brief comments on how it relates to the hi-tech world.

1. The grad you just hired didn't have a hard time finding a job.
   I don't know the PR world but today for a programmer seeking a job the questions are  Where and What and How Much instead of If. Very relevant for the hi-tech realm and the relevancy grows along with the experience.
2. They know they're underpaid, and they won't put up with it longer than they have to.
   Maybe more aloud for newbies but definitely exists for mature people and definitely in hi-tech (where changing job once in 3-4 years is a kind of a norm). As a boss, keep your people paid well.
3. It's not taking them long to grow bored.
   I guess it's more relevant in the world of software and applicable for all ages and all levels of experience. A great boss must address this task as one of the foremost if she wants to retain the employee and make him excited and creative.
4. Even when they're happy, they're looking for another job.
   Probably this one dims with ages or experience. But seeking from good to better is human nature so the boss again should care and worry about making the employee not looking outside.
   
5. Their bosses aren't their mentors.
   That's universal. As I said, the ideal boss must know the balance between coaching and mentoring and what else can make one wanting to stop looking outside if not a desire to remain with the best boss?
   
6. Getting thrown into the work force is turning them into experienced pros before their time.
   In hi-tech they become quite experts even before earning a degree and finding first job. All they need to get a jump in salary is the formal stage or experience. The boss (just pragmatic, not even the ideal) should to take this step proactively and make review better sooner than later. The younger the employee the sooner think about that.
   
7. Some don't feel their universities prepared them for  the blending of public relations and marketing in the workplace.
   Hard to compare. In hi-tech practical experience means a lot and it barely strengthens the above reasons.
8. They're looking to find a balance between work and their personal lives.
   Here I doubt it's so similar. Yong geeks tend to spend all free time with computers anyway so I guess we have one threat less:-)
   
9. Many of them would love to become independent practitioners or start their own firms one day.
   Not sure that the independent is the key word in our realm. Even if an employee dreams about opening his own company one day it may help his boss to address #3 and offer new challenges that may enrich the employee's horizon and prepare him for future ventures.
10. They think they’ll stay in the communications profession, but not necessarily in public relations. 
    We probably have an analogy to this item with a comparison of startups and big corporations. Rather I would merge this item with #9.

As Rachel outlines, it's naturally for PR young pros to look outside and the 10 reasons are very real. I found it's concurring with the hi-tech world but am sure that a good boss can preventively mitigate most of the threats and make her employees happy and working rather longer chunks of time for the company.

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