Whenever a new employee starts in your company, particularly a younger and less experienced employee, it will take some time for that person to get up to speed. It can take between six and thirty months before a new employee is earning more for you than he or she is costing you. So, you have to make it clear that until they start earning, it is their job to be learning. Work with Xers to establish clear learning goals on a clear timeline with concrete deadlines. Then, flood them with learning resources. But, do not make the mistake of front-loading your commitment to Xers' learning and then abandoning that commitment once they start earning for you. Your commitment to Xers' ongoing learning is the most direct support you can provide for Xers' Self Building™ process.

Recommendations
1) Give Xers clear goals, concrete deadlines, and 100% responsibility for getting up to speed on their current responsibilities in their current job. But, also give them 100% support.

2) Let Xers grow. Support Xers' pursuit of learning goals which will help them (a) improve in their current job; (b) advance in your company; (c) move to another company; (d) start their own business; and (e) develop aspects of themselves which may seem totally unrelated to work and career. If you do this, they may never leave.

3) Provide learning resources in as many media as you can afford: Printed materials, videotapes, audiotapes, CD interactive, classroom style seminars, informal discussion groups, mentors / coaches, and hands-on experience.

4) Place resources in Xers' control. Allow Xers open access to all learning resources, whether related to their job or not, and allow Xers to use those resources at their own pace and in their own way.

5) Encourage Xers to employ different learning methods to achieve different learning goals. Remind them that they will have to study facts to achieve knowledge; they will have to practice technique to achieve skill; and they will have to master perspective to achieve wisdom.