Some managers think their best employees will stick with the company just because they have nowhere else to go — but that type of attitude could leave many employers with a huge turnover problem in the near future.

Once more jobs are available, current employees will jump ship to take them. In fact, 54% say they plan on changing jobs once the economy rebounds, according to a survey from Adecco Group North American.

And the younger employees are, the more likely they’ll be out the door at the first opportunity. Of employees ages 18-29, 71% plan to look for a new job after the recession.

Why? It’s easier now than usual for employees to get disgruntled, considering many have survived layoffs and been asked to do more work for less pay.

To compound that, too many managers think they don’t need to worry about retention when the economy’s tanked.

But a lousy job market really only delays retention problems, which could leave companies stuck with a mass exodus of top talent.

Here are the top ways managers ensure people will leave the company as soon as they can:

1. Staying silent – Employees need honest, open communication. When managers withhold information, employees will always feel uncomfortable and on edge.
2. Being too cynical – Being honest and open doesn’t mean only focusing on negatives — employees still need a healthy dose of good news. To provide that, announce and celebrate the company’s small victories.
3. Keeping employees out of decisions – Top performers want to know what’s going on — and feel like they’re making a real impact in the company’s future. Managers should involve employees in some of the decision making about cost-cutting measures. That’ll generate some good ideas and make employees feel trusted and valued.
4. Forgetting the little things – Even when budget cuts lead to benefit reductions or salary freezes, there are still some low- or no-cost benefits managers can add — for example, flexible scheduling and training.
5. Ignoring compensation concerns – Though everyone should understand what difficult times mean, top employees still want to know their interests are important to the company. It’s important for managers to maintain an open dialogue throughout the entire process and remind employees that only their hard work will ensure that pay raises are available in the future.