Recruiting and Retaining Millennials
Multi-Generations in the Workplace
May 2014
About Your Facilitators
 Angie Salmon, SVP – EFL Associates
- Completed over 100 search engagements
- Leads Board of Dire...
Generations – Our Definitions
Generations Born Age
Traditionalists 1930-1945 69-84
Baby Boomers 1946-1964 50-68
Gen X 1965...
Understanding Diversity vs. Stereotyping
Traditionalists (69-84) – Defining Moments
Traditionalists – Performance Clues
 Comfortable with delayed gratification
 Value formal communication
 Hard work, sac...
Traditionalists – Quiz
A. Being asked to join the company softball team
B. Cash bonus
C. Employee dinner where spouse can ...
Baby Boomers (50-68) – Defining Moments
Baby Boomers – Performance Clues
 Competitive
 Enjoy leading teams
 “Work hard, pay your dues”
 Measure work effort in...
A. Building a legacy
B. Building a stellar career
C. Building a parallel career
D. Building a portable career
Baby Boomers...
Gen X (38-49) – Defining Moments
Gen X – Performance Clues
 Naturally skeptical
 Loyal to individuals (not companies)
 Training is security
 Savvy with...
Gen X – Quiz
A. Like their boss to parent them
B. Very independent
C. Strive to be loyal to one company
D. Want to learn n...
Gen Y/Millennials (<37) – Defining Moments
Gen Y/Millennials – Performance Clues
 Respect accomplishment vs. authority
 Accustomed to praise/feel entitled
 Great ...
Perceptions/Advice for Gen Y
Making Sense of the Millennial World
 Need for constant feedback
– Others see it: Irritating, bid for attention
– Millenn...
Recruiting & Retaining
Millennials
Hot Buttons for Millennial Job Seekers
 Employer fits lifestyle, personality and priorities
Fun
Challenge
Entrepreneurshi...
The Millennial Job Search – Tactics
 Make it personal
 Instant gratification
 Entertaining
 Authentic
 Straightforwar...
The Millennial Job Search – Tactics
Millennial Retention Strategies
 Week One is All-Important
 Create Customized Career Maps – Be Specific
 Model the Way ...
Providing Feedback
 Generations may have different expectations
– Traditionalists: No news is good news
– Boomers: Once a...
Get Feedback to Provide Feedback
 Talk with direct reports about their preference
– Formal vs. frank
– Verbal vs. written...
Millennial Retention Strategies
 Understand Retention Data
– Departure trends for high performers
– Conduct an in-person ...
Millennial “Clashpoints” & Scenarios
 Parallel Careers/Freelancing
 Professionalism
 Advancement
 Flextime/Telecommuti...
Management Techniques for All Generations
 Avoid judgment/assumptions
 Treat associates as you do your members
 Think “...
Generational Similarities
 Challenging, meaningful work
 Opportunities for learning
 Development and advancement
 Succ...
Come Together
Online Sources
“Managing Tomorrow’s People: The Future of Work to
2020,” and “Millenials at Work: Reshaping the
Workplace...
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Recruiting and Retaining Millennials-Multiple Generations in the workplace

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Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.

Published in: Leadership & Management
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  • Wayne will introduce himself after Angie and put in a quick Millennial quip about “grinding” and “slang.”
  • Wayne provides overview.
  • Wayne provides overview and puts Millennial commentary on “Let them mentor” bullet.
  • Wayne administers quiz.
  • After Angie provides overview, Wayne provides Millennial commentary Baby Boomer preference.
  • Wayne provides overview.
  • Wayne provides overview.
  • Wayne provides Millennial explanation of Joel’s Twitter profile.
    Angie starts and manages discussion.
  • Angie provides overview of slide.
    Wayne completes slide by providing Millennial insight on Explain Career Paths point.
    Wayne goes to next slide.
  • Wayne provides overview of Tradebot’s approach and how it relates to Y-Sizing Your Website
  • Angie provides overview of slide.
    Wayne provides Millennial insight on Week One is All-Important point.
  • Wayne will be ready to provide more stories / examples here if necessary.
  • Recruiting and Retaining Millennials-Multiple Generations in the workplace

    1. 1. Recruiting and Retaining Millennials Multi-Generations in the Workplace May 2014
    2. 2. About Your Facilitators  Angie Salmon, SVP – EFL Associates - Completed over 100 search engagements - Leads Board of Directors and Nonprofit Practice - “X-Y Cusper” and volleyball player Wayne Larson, CBIZ Marketing Coordinator - Former recruitment coordinator for KU School of Journalism - Listener, communicator, content creator, manager - “Grinding” – Work, not dancing wlarson@cbiz.com  913.234.1791  @larsonwayne asalmon@eflassociates.com  913.234.1576  @SalmonSearch
    3. 3. Generations – Our Definitions Generations Born Age Traditionalists 1930-1945 69-84 Baby Boomers 1946-1964 50-68 Gen X 1965-1976 38-49 Gen Y/Millennials 1977- 37 and younger
    4. 4. Understanding Diversity vs. Stereotyping
    5. 5. Traditionalists (69-84) – Defining Moments
    6. 6. Traditionalists – Performance Clues  Comfortable with delayed gratification  Value formal communication  Hard work, sacrifice  Recognition for great contributions  Utilize the lifetime of wisdom  Ask them (They might not volunteer)  Let them mentor – Gen Y trusts them
    7. 7. Traditionalists – Quiz A. Being asked to join the company softball team B. Cash bonus C. Employee dinner where spouse can attend D. Discounts for theatre tickets
    8. 8. Baby Boomers (50-68) – Defining Moments
    9. 9. Baby Boomers – Performance Clues  Competitive  Enjoy leading teams  “Work hard, pay your dues”  Measure work effort in hours per week  Want to be recognized for contributions  Prefer phone, personal interaction, meetings
    10. 10. A. Building a legacy B. Building a stellar career C. Building a parallel career D. Building a portable career Baby Boomers – Quiz
    11. 11. Gen X (38-49) – Defining Moments
    12. 12. Gen X – Performance Clues  Naturally skeptical  Loyal to individuals (not companies)  Training is security  Savvy with technology, media and information  Wants career security rather than job security  Balance now – not late in life  Prefer email, voicemail, direct and immediate
    13. 13. Gen X – Quiz A. Like their boss to parent them B. Very independent C. Strive to be loyal to one company D. Want to learn new skills for fun
    14. 14. Gen Y/Millennials (<37) – Defining Moments
    15. 15. Gen Y/Millennials – Performance Clues  Respect accomplishment vs. authority  Accustomed to praise/feel entitled  Great multi-taskers, team members  Want meaning and good balance  Build parallel careers  Want excitement & challenge  Purpose/mission focused  Technology driven
    16. 16. Perceptions/Advice for Gen Y
    17. 17. Making Sense of the Millennial World  Need for constant feedback – Others see it: Irritating, bid for attention – Millennial perspective: Eager to please, efficiency  Confident/Self-Assured – Others see it: Entitled, unwilling to pay dues – Millennial perspective: Want meaningful, important work  Disliking rigid work schedules – Others see it: Lazy, won’t “put in the time” – Millennial perspective: Work can be done anywhere, will work tirelessly for something exciting
    18. 18. Recruiting & Retaining Millennials
    19. 19. Hot Buttons for Millennial Job Seekers  Employer fits lifestyle, personality and priorities Fun Challenge Entrepreneurship Opportunity Creativity Ethics Lifestyle Diversity Technology Mission
    20. 20. The Millennial Job Search – Tactics  Make it personal  Instant gratification  Entertaining  Authentic  Straightforward Y-Size your website Clearly set expectations Offer more than money Compensation package Explain career paths Detail specific projects
    21. 21. The Millennial Job Search – Tactics
    22. 22. Millennial Retention Strategies  Week One is All-Important  Create Customized Career Maps – Be Specific  Model the Way – Reward Performance  Create Challenges and Milestones  Promote Collaboration  Communicate & Provide Feedback - OFTEN  Transparency & Access to Leaders  Understand Motivations  Talent Management Reviews
    23. 23. Providing Feedback  Generations may have different expectations – Traditionalists: No news is good news – Boomers: Once a year, with lots of documentation – Gen X: Sorry to interrupt, but how am I doing? – Millennials: Feedback whenever I want it…at the push of a button  Be specific and timely  Address performance issue, not intergenerational differences
    24. 24. Get Feedback to Provide Feedback  Talk with direct reports about their preference – Formal vs. frank – Verbal vs. written – Email vs. memo – On the spot vs. set a meeting
    25. 25. Millennial Retention Strategies  Understand Retention Data – Departure trends for high performers – Conduct an in-person exit interview  Create Emotional Connection – Highlight internal promotions – Defer incentives – Give more than money – Stretch projects – Creative scheduling
    26. 26. Millennial “Clashpoints” & Scenarios  Parallel Careers/Freelancing  Professionalism  Advancement  Flextime/Telecommuting  Inclusion  Rewards  Measuring results vs. Time  Personal Technology
    27. 27. Management Techniques for All Generations  Avoid judgment/assumptions  Treat associates as you do your members  Think “skills” not age  Build on strengths diverse groups provide  Ask and listen, be flexible  Set clear expectations and be specific
    28. 28. Generational Similarities  Challenging, meaningful work  Opportunities for learning  Development and advancement  Successful integration of work/personal life  Fair treatment  Competitive compensation  Want leaders who are: – Accessible, leads by example – Acts as a coach, holds people accountable
    29. 29. Come Together
    30. 30. Online Sources “Managing Tomorrow’s People: The Future of Work to 2020,” and “Millenials at Work: Reshaping the Workplace,” by Michael Rendell, Sandy Pepper, Karen Vander Linde, Leyla Yildririm, et. al. PriceWaterhouseCoopers “Millennials facing unique workplace challenges,” by Lexy Gross, USA Today, September 24, 2013. “Money no longer the motivator for Gen X and Gen Y?” by Ray Williams, Wired for Success-Psychology Today, August 1, 2010. “Study Reveals Surprising Facts About Millennials In The Workplace,” by Shama Kabani, Forbes.com, December 5, 2013. “What Millennials Want In The Workplace (And Why You Should Start Giving It To Them,” by Rob Asghar, Forbes.com, January 13, 2014. “The Beat (Up) Generation,” by Abby Ellin, Psychology Today, March 11, 2014. Sources & Works Cited Books Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business by Jason Ryan Dorsey (2009) When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work by Lynne C. Lancaster and David Skillman (2003) Presentations “Managing Generational Differences” CBIZ Supervisory Training, 2011. Online Sources “11 Tips for Managing Millennials,” by Susan Heathfield, About.com. “Gen Y Job Seekers: How They’re Different from Gen X and Baby Boomers,” by Dan Schawbel, TIME.com, September 24, 2012. “How Millennials are Transforming Careers and the Workplace,” by Ray Williams, Wired for Success – Psychology Today, September 16, 2013. “How the Millennial Generation Will Change the Workplace,” by Ray Williams, Wired for Success- Psychology Today, March 19, 2014.
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