any of the young professionals interviewed for this article say that if federal officials take steps to address the government's knottiest management problems, they'd stay in their jobs in spite of budget cuts. Some of their recommendations:
- Promote based on performance. Managers may be constrained from handing out bonuses or awards for performance, but they can still promote based on performance. Telling younger workers they have to wait their turn, makes them wonder why they should wait at all.
- Don't freeze promotions. Waiting your turn to be moved up the ladder is bad enough. But finding that promotions are on hold once you've arrived makes it easier to decide to move to the private sector. When a freeze is necessary, keep staff updated on when it will be lifted.
- Hold non-performers and poor performers accountable. Government workers are being asked to do more with less. So why should they continue to carry the load of poor performers and non-performers? This only pours salt on the wounds of the outstanding employees who are facing promotion freezes.
- Increase responsibility and challenges. Workers want to broaden the scope of their jobs and be accountable for their work. They also want to feel valued during downsizing. Involve them in efforts to streamline operations, and allow them to tackle projects outside the confines of their jobs.
- Keep communication lines open. Downsizing often results in the need to reorganize staff and reprioritize assignments. It's important to communicate to staff why they are being moved or asked to focus their efforts on different projects.
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