The Big Drain

Feeling disengaged?  Disenfranchised from your current employer?  Disenchanted altogether with the way your job is going?  Welcome to the United States, where a recession is on the tip of everyone’s tongue and the bitter taste of lackluster employment continues to dredge the roof of your mouth.  Though Columbus called this globe round,  it is turning out to be more and more flat every day.  And with that flattening out goes the jobs and the talent to foreign countries and markets.

So what do the American countries do to counter the loss?  How do you appease the coddled Millenials (those kids in my generation, aged 18 through 29), whose parents gifted upon them inflated egos and self-esteems, with good jobs, but remind them that hard work, in the end, is the best medication when it comes to remedying the need to soar in the company ranks?  How do you recognize their talent, but cool their impatience to jump into the higher level pay bands?  Most importantly, how do you keep them when all you see internally is turnover?

It is a good, hard question that many American companies are facing today.  This is the generation of children who have come to realize that education is expensive and cannot simply be paid for through one part-time job.  Education alone, anymore, will not get you the good job either.  The graduate degree is almost required for a management position, and if it is not yet in your company, you are on the tail end of a quickly growing trend.  Yet, children are forced into higher education only to amount an inexplicable amount of debt for something so inherently necessary to making it in life, only to find out they will not make anything because someone else in another country will do it for 5% of their yearly take home.  So, in order to try to compete at home, where you cannot live on 5% of your yearly salary and in turn expect to repay those loans and live somewhere, let alone start a family, you must move on constantly.  Or, your company needs to consider what it values you more: profit or people.

Usually, it is not the latter most companies will value.  This makes this situation a sticky one for many people.  The answers are underdeveloped and the solutions are scarce.   Even today, where change is imminent with a coming election, no candidate seems to have a good plan for the future generations.  How will they counteract the loss of jobs with the rising cost of education?  It seems wrong to ask someone contribute to a Social Security plan that will fail them in the future, but expect them to dole out thousands to support the plan now, when no one will fix the current problems that plague them.  It seems that the Millenials today have the weight on their shoulders, while the generations before will live high on our hogs.


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