A few years ago, we invited a group of early career high-performers to advise the company on how best to factor their specific needs into GE leadership processes. One thing that stood out in their report was the question of retention. We have all heard the hypothesis that members of the Millennial generation have a greater tendency to move from company to company in the first few years after they step into the corporate world. The Global New Directions team, as it was called, advised: “Don’t try to retain us; instead inspire us to stay.” That idea prompted our businesses to connect more openly with our purpose, and the deeply embedded sense of mission that our employees share. The newer generation wants to know the “onlyness” — what is it that only your company can do to benefit the world and how that aspiration can inspire them to take up the cause.