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Create a no-spin zone: In times of stress, people need to trust their leaders, and trust is best earned and maintained through transparency. Conduct an audit of company communications to ensure that they are candid and credible.\n2. Think locally and focus on team leaders: Team leaders are the glue that can hold a workforce together in tough times. Their on-the-ground people skills can be more critical to the company's rebound from recession than cost-cutting initiatives or even product innovation. Invest in improving local managers' effectiveness and reward those managers for people-related outcomes.\n3. Give employees meaningful nonmonetary rewards: Managers can no longer rely on financial incentives to keep their \"A\" players performing at their full potential. Companies need to develop imaginative ways to boost performance — such as using time off as currency or providing a green workplace as a motivator. 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See Sylvia Ann Hewlett et al., “How Gen Y and Boomers Are Reshaping Your Agenda,” Harvard Business Review, forthcoming July 2009.\n\n2 Strategy& analysis, U.S. Census Bureau International Data Base. For purposes of this analysis, Generation Y was born between 1979 and 1994, Generation X between 1965 and 1978, and baby boomers between 1946 and 1964.\n\n3 U.S. Bureau of Labor Statistics, “The Employment Situation: March 2009,” April 3, 2009. Tony Avirgan, “Economies of Major Developed Countries Will Shrink in 2009.” From the Economic Policy Institute, February 18, 2009, available at www.epi.org/economic_snapshots/entry/snapshots_20090218/.\n\n4 Center for Work-Life Policy research. See Sylvia Ann Hewlett, Top Talent: Keeping Performance Up When Business Is Down (Boston: Harvard Business Press, forthcoming October 2009).\n\n5 American Management Journal, “Keeping Your Headcount When All About You Are Losing Theirs: Downsizing, Voluntary Turnover Rates, and the Moderating Role of HR Practices,” April/May 2008.\n\n6 Per-Ola Karlsson, Gary L. 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