It was just one of the many questions that 45 young professionals and senior executives explored together at the Dialogue, part of a cross-country conversation being held under the auspices of the Public Policy Forum's new youth-centred venture, PPX. John Munro of Ambir Solutions and Tim Coates of 21inc. helped to set the scene, challenge the group, and reflect on key points.

It is becoming the norm among most young professionals to "job hop" until they find an attractive and stimulating organization and work environment, resulting in high turnover in almost every sector. Consequently, organizations across Canada are grappling with the costs for new employee training and integration. Studies have shown that, on average, it can cost up to 200% of an employee's salary to lose and replace them.

The objective of this cross-country conversation is simple: bring a dynamic cross-section of young Canadians from diverse professional backgrounds together with some senior executives to explore causes of this generation's so-called "nomadic behaviour," and deliberate over approaches to addressing this pressing national cross-sectoral challenge.

In Atlantic Canada, the subject of out-migration and retention is no doubt a hot topic. It is interesting to note that although Atlantic Canada is quickly emerging as a leader in IT, energy, and green and marine technologies, and Canada is in a period of economic recovery, the out-migration trend continues.

So, what are some of the root causes and how can organizations attract and retain young talent? Many regional themes emerged from the Saint John discussion; here are the top three:

Quality of life is no longer a selling point:
Many senior participants felt that Atlantic Canada's unmatched quality of life is the region's value-add. However, the younger participants strongly expressed that quality of life is no longer a selling point and it needs to be redefined. They explained that the traditional definition does not "fit with this generation's lifestyle and aspirations" such as global consciousness, high student debt, community participation, flexible work hours, continuous learning, mentorship, and constant communication. The group made the point that "Atlantic Canada has to be more competitive."

Include younger employees in discussions:
Another key message was that members of the Boomer and pre-Boomer generations are reluctant to invite or engage young employees in discussions around organizational planning and direction. As a result, Gen Y participants said they feel "disconnected and isolated." The group agreed that young employees are also stakeholders and that it is important to have their perspective at the table. After some cross-generational conversation, the group generated consensus around the notion that building trust between generations is vital, so there needs to be more open, prejudice-free, intergenerational communication in the workplace.

Think outside-the-office and think beyond profit:
Barriers are dropping and this emerging generation sees the value in fusing work, home, and social lives. Some senior participants expressed discomfort with lines blurring, however they were happy to discuss the meaning and implication of it. Younger participants viewed activities such as professional networking and volunteering as learning opportunities that spark new ideas and creative thinking. On this note, the participants agreed that companies need to think beyond profit because social entrepreneurship is the "way of the future." They made the point that if a company is socially active in the region, it would make retention easier.

There were many other interesting themes, unexpected links between sectors, and overall, a stimulating intergenerational conversation. The summary report from the Saint John session and other sessions in Ottawa, Toronto, and Calgary can be found here.

The next Dialogue is in Montreal on December 1, with the final session in Regina on December 3. A final report will highlight themes from the five in-person dialogues as well as online discussions. It will also outline mechanisms that can foster intergenerational dialogue, describe regional and sectoral differences and challenges, and present youth-generated ideas and recommendations to shape the organization of the future.

PPX is a youth-led and youth-driven open-network built on the idea that multi-disciplinary and inter-generational dialogue and collaboration is central to tackling Canada's complex future challenges. Follow us on Twitter: @ppxventure

Vinod Rajasekaran is a research associate with the Public Policy Forum and lead for PPX, a new youth-led and youth-driven open-network built on the idea that multi-disciplinary and inter-generational dialogue and collaboration is central to tackling Canada's complex future challenges.