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Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
Generation Y in Workplace
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Generation Y in Workplace

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Slides from my prentation to the Salina Chamber of Commerce

Slides from my prentation to the Salina Chamber of Commerce

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  • American companies are short of workers. There are 9.6 million unemployed, working-age people with disabilities who would prefer to be working. You are probably reading this because, like most other companies in America, your company can’t afford to ignore a poorly-tapped labor pool of 9.6 million willing workers.  The good news is that there really are 9.6 million unemployed Americans who want jobs. The bad news is that recruiting them isn’t all that easy – particularly finding the ones with the right skills for your job openings.Companies that are proactive about recruiting people with disabilities, companies that proactively do “targeted” recruiting, find that this minority group is quite different from others that they have targeted in the past. Unlike racial and ethnic minorities, people with disabilities are more difficult to target. They do not as readily congregate in groups. With few exceptions, you are unlikely to find high concentrations of people with disabilities in particular neighborhoods, churches, cultural organizations, etc. Similarly, particularly on a local level, there are few media sources (magazines, TV programs, radio shows, etc.) that effectively reach a broad audience within the disability community.Given that, how can your company develop a strategic recruiting program that will enable you to successfully attract applicants with disabilities? A truly successful recruiting program is going to be a multi-faceted one. While there isn’t a proscribed “recipe for success”, there are many ingredients that are typically a part of successful programs – and we will describe them here. Which ones you choose to use (and what proportions you choose to use them in) will be determined by your own resources, commitment and creative planning!
  • American companies are short of workers. There are 9.6 million unemployed, working-age people with disabilities who would prefer to be working. You are probably reading this because, like most other companies in America, your company can’t afford to ignore a poorly-tapped labor pool of 9.6 million willing workers.  The good news is that there really are 9.6 million unemployed Americans who want jobs. The bad news is that recruiting them isn’t all that easy – particularly finding the ones with the right skills for your job openings.Companies that are proactive about recruiting people with disabilities, companies that proactively do “targeted” recruiting, find that this minority group is quite different from others that they have targeted in the past. Unlike racial and ethnic minorities, people with disabilities are more difficult to target. They do not as readily congregate in groups. With few exceptions, you are unlikely to find high concentrations of people with disabilities in particular neighborhoods, churches, cultural organizations, etc. Similarly, particularly on a local level, there are few media sources (magazines, TV programs, radio shows, etc.) that effectively reach a broad audience within the disability community.Given that, how can your company develop a strategic recruiting program that will enable you to successfully attract applicants with disabilities? A truly successful recruiting program is going to be a multi-faceted one. While there isn’t a proscribed “recipe for success”, there are many ingredients that are typically a part of successful programs – and we will describe them here. Which ones you choose to use (and what proportions you choose to use them in) will be determined by your own resources, commitment and creative planning!
  • Transcript

    • 1. how to attract and retain the “young & the restless” (generation Y)<br />Myra Golden<br />
    • 2. Veterans (1922 – 1943) “radio”<br />Outlook: practical<br />Work ethic: dedicated<br />View of authority: respectful<br />Leadership by: hierarchy<br />Relationships: personal sacrifice<br />Perspective: civic<br />Compelling Messages of Their Formative Era:<br />Make do or do without<br />Stay in line<br />Sacrifice<br />Be heroic<br />Consider the common good<br />
    • 3. Baby boomers (1943 - 1960) “Television”<br />Outlook: optimistic<br />Work ethic: driven<br />View of authority: love/hate<br />Leadership by: consensus<br />Relationships: gratification<br />Perspective: team<br />Compelling Messages of Their Formative Era:<br />Be anything you want to be<br />Change the world<br />Work well with others<br />Live up to the expectation<br />Duck and cover<br />
    • 4. Generation x (1960 - 1980) “computer”<br />Outlook: skeptical<br />Work ethic: balanced<br />View of authority: unimpressed<br />Leadership by: competence<br />Relationships: reluctant to commit<br />Perspective: self<br />Compelling Messages of Their Formative Era:<br />Don’t count on it<br />Remember – heroes…aren’t<br />Get real<br />Survive- staying alive<br />Ask “why?”<br />
    • 5. Generation Y (1980 -) “Internet”<br />Outlook: hopeful<br />Work ethic: ambitious<br />View of authority: relaxed, polite<br />Leadership by: collaboration<br />Relationships: loyal<br />Perspective: civic<br />Compelling Messages of Their Formative Era:<br />Be smart – you are special<br />Leave no one behind<br />Connect 24/7<br />Achieve now!<br />Serve your community<br />
    • 6. How to change the face of your workplace<br />Moving into a Generation Y Workplace as Baby Boomers Retire<br />
    • 7. A closer look at generation y<br />
    • 8. The Generation y personality<br />Don’t expect to stay in a job too long<br />Believe in their own self worth<br />Expect constant recognition and feedback<br />Technically savvy<br />Work/life balance is not a buzz word<br />
    • 9. The Generation y personality<br />Focus on children & family<br />Scheduled, structured lives<br />Connected<br />Inclusive<br />Civic minded<br />Goal oriented<br />
    • 10. What Generation y needs from you<br />Fair and direct<br />Engaged in their professional development<br />Training in people skills<br />Training to increase their marketability<br />
    • 11. What Yers value in the workplace<br />Positive relationships with colleagues<br />Attractive salaries<br />Exposure to challenging assignments<br />Opportunities to expand skills and knowledge<br />Flexibility in work schedule<br />
    • 12. The 7 gen y retention strategies<br />Be direct and ethical<br />Develop individualized career tracks<br />Equip them with the latest technology<br />
    • 13. The 7 gen y retention strategies<br />Support their values, individuality and self expression<br />Provide adequate training<br />Offer mentoring support and thorough feedback<br />Convey how their work affects the bottom line<br />
    • 14. 6 ways to remain attractive to yers<br />Be available, but give them room<br />Tell them the “why”<br />Let them be problem solvers<br />
    • 15. 6 ways to remain attractive to yers<br />Provide a life-work balance workplace<br />Don’t be authoritative or paternal<br />Encourage them<br />
    • 16. Bridging the gap<br />Create Intergenerational Teams<br />Veterans enjoy mentoring and Ys are typically eager for mentoring<br />Boomers, Xers, and Ys are strong collaborators<br />
    • 17. Bridging the gap<br />All interested in learning<br />Ys used to and want instant feedback<br />Teaming Xers and Ys<br />All looking for flexibility in today’s workplace<br /> All value meaningful work<br />
    • 18.
    • 19. “If people would believe in us like Special Olympics and see what we can do, they would be amazed. My ambition in life is to turn ‘no’ into ‘yes.’  If someone says I can’t do something, I want to prove I can.” <br />Suzanne O’Moore, Special Olympics athlete<br />
    • 20. Top 6 Ways to Be Inclusive in Your Recruitment<br />Establish partnerships (i.e. Sponsor a Special Olympics event)<br />Use government organizations and job boards<br />Utilize peer and family connections<br />State “People with disabilities encouraged to apply” in your ads<br />List only job requirements that are absolutely essential <br />Consider a 1-2 week job trial<br />
    • 21. Resources for hiring disabled workers<br />EarnWorks.com - Business Case for Hiring Disabled Workers http://www.earnworks.com/BusinessCase/roi_level2asp<br />Office of Disability Employment Policy - U.S. Department of Labor Resources http://www.dol.gov/odep/<br />Recruiters Network - Career sites for the disabled. http://www.recruitersnetwork.com<br />Career Search Opportunities - Job search, resume database for both employers and disabled candidates. http://www.newmobility.com<br />President's Committee on Employment of People with Disabilities - The "grandaddy" of all sites for employment of people with disabilities. It hosts a list of over 80 employers who are actively recruiting disabled workers. Some of these employers may be your competitors. Consider participating in this recruiting program yourself. http://www50.pcepd.gov/pcepd<br />
    • 22. Business EDUCATION<br />Without EXECUTION<br />Is just ENTERTAINMENT<br />

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