Retaining a Mid-Career Employee
A manager is concerned about retaining a top-performing employee who is 48 years old. The employee is highly skilled but seems disengaged and has been with the company for five years. The manager recently offered a significant salary increase, but the employee's motivation did not improve. Based on common workplace characteristics of individuals in this age cohort, what is the most effective strategy the manager could use to improve the employee's motivation and increase the likelihood of retaining them? Explain your reasoning.
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A manager at a consulting firm notices that their most experienced employees, mostly in their late 40s and early 50s, are not motivated by traditional rewards like 'employee of the month' programs or promises of long-term job security. Exit interviews with departing employees from this group consistently reveal a desire for more autonomy and a greater sense of purpose in their projects. Which of the following initiatives would be the most effective strategy for the manager to improve retention within this employee group?
Retaining a Mid-Career Employee