Group 7 proposed solutions to address high employee turnover rates at a company experiencing difficulties recruiting and retaining young talent of the "chip generation" while also retaining experienced workers nearing retirement age. Their solutions included establishing an alumni network and FlexPool program to provide flexible work opportunities and bridge generational differences, collaborating with universities for internships, and cultivating a culture that balances freedom with participation to improve employee commitment.

1. Nyenrode Business GameGroup 728th May 2011Future Solution

2. SPIN2PhilosophyLabour MarketAverage Age 39 - 44SituationNew Chip GenerationEmployee Turnover - 14Turnover RateEmployee SatisfactionCultureReturn on Sales - ROS

3. SPIN3Turnover RateNeedNew Chip GenerationAverage Age 39 - 44High Flexibility WorkingDis-LoyaltyProblemHow to find and bind the chip generation?Difficulty recruiting and binding new young talents of the chip generation with the danger of losing experience

4. SPIN4Business GamesInternshipsRecruitmentCollaboration with UniversitiesInformationBuddy ProjectFreedom and TrustBindingBy Participation = More Acceptance

5. Solution5Being a flexible familyCombining Old and NewAlumni NetworkFlexPoolFuture View