Skilled workers of all ages are trading security for mobility, and Xers are leading the charge by moving from one new experience to the next, soaking up training resources, creative challenges, and exposure to decision-makers. These are the elements of the new job security. Getting trapped for too long in the same tasks and responsibilities, answering to the same people in the same place, for the same hours, day after day, is the greatest threat to the new job security. In this trap, the pace of Self Building™ slows down to a crawl-no matter how fast-paced the job-and Xers begin looking for an escape hatch. The problem is that most of the obvious escape hatches lead right outside of your company.

TAKE A NEW APPROACH TO RETENTION:
- Build internal escape hatches. Give people the chance to reinvent themselves right within your company. Let them move into new skill areas, work with new people, take on new tasks and responsibilities, work different hours, or work from a new location.

- Create personal retention plans. From day one, talk with each employee about her career planning, the various roles she might play in the company over time, and what you might have to offer at each stage of her career. Maintain an ongoing dialogue so you can address issues as they arise.

- Cultivate fluid relationships. Build renewable short-term loyalties with employees based on win-win project-oriented transactions.

- Allow people to leave without leaving. When valued employees want to leave, offer them the chance to continue adding value on a part-time basis, as flextimers, telecommuters, periodic temps, or consultants. Consider offering sabbaticals (three months, six months, a year) after which you would welcome them back with open arms. After all, as you've already invested in recruiting and training them, why not leverage your investment?