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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

Published in: Business, Career

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

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