Promoting and Retaining Next Gen Employees

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This presentation examines how the behaviors and attitudes of the latest generation to enter the workforce will affect the traditional utility. In addition, it is expected that “next gen” employees will change jobs and careers more often than the traditional utility employee will. This presentation will also look at what utilities will need to do to retain the workforce of the future.

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Promoting and Retaining Next Gen Employees

  1. 1. DEPUTY MANAGING DIRECTOR 311 CONTACT CENTER CITY OF PHILADELPHIA <ul><li>ROSETTA CARRINGTON LUE </li></ul>PROMOTING AND RETAINING NEXT GEN EMPLOYEES
  2. 2. Silents ( 1933-1945 ) Gen Y (1977-1998 ) Gen X (1965-1976) Baby Boomer (1946-1964) Management The Four Generations In The Workplace
  3. 3. Traditionalist –Individual Characteristics <ul><li>Believe that hard work and dedication leads to rewards </li></ul><ul><li>Punctual and rarely miss work </li></ul><ul><li>Committed to organization </li></ul><ul><li>Respect Authority </li></ul><ul><li>Not self-promoting </li></ul>
  4. 4. Traditionalist – Team Dynamics <ul><li>Strengths </li></ul><ul><li>Superb interpersonal skills </li></ul><ul><li>Good work ethic </li></ul><ul><li>Challenges </li></ul><ul><li>May struggle with the diversity </li></ul><ul><li>of the workforce </li></ul><ul><li>May struggle with technology </li></ul>
  5. 5. Boomers <ul><li>“ Me” generation </li></ul><ul><li>Competitive and hard-working </li></ul><ul><li>Get the job done at any cost </li></ul><ul><li>Seen as sacrificing personal life to achieve professional goals </li></ul><ul><li>Status important </li></ul><ul><li>Seek security and want a career path </li></ul><ul><li>Loyal to the organization </li></ul><ul><li>Focus on hierarchy </li></ul>
  6. 6. <ul><li>Strengths </li></ul><ul><li>Driven and service-oriented </li></ul><ul><li>Good team players </li></ul><ul><li>Challenges </li></ul><ul><li>Dealing with conflict </li></ul><ul><li>Self-promoting </li></ul>Boomers -Team Dynamics
  7. 7. Generation X - Individual Characteristics <ul><li>Latchkey kids </li></ul><ul><li>Digest information rapidly </li></ul><ul><li>Family is core - Little to no loyalty to work </li></ul><ul><li>Judge success with money. </li></ul><ul><li>Cynics & Critics </li></ul><ul><li>Driven work ethic </li></ul><ul><li>Boss is a colleague – Show little respect </li></ul><ul><li>Focus on “What’s in it for me?” </li></ul>
  8. 8. <ul><li>Strengths </li></ul><ul><li>Open to receiving feedback </li></ul><ul><li>Good at networking </li></ul><ul><li>Challenges </li></ul><ul><li>Nomadic </li></ul><ul><li>Parallel Processing </li></ul>Gen Xers -Team Dynamics
  9. 9. Generation X <ul><li>Form the core work group and core leadership team </li></ul><ul><li>But they.. . </li></ul><ul><ul><li>Are hard to please. </li></ul></ul><ul><ul><li>Have little to no loyalty. </li></ul></ul><ul><ul><li>Will leave for money, title, power </li></ul></ul><ul><ul><li>Seek family-friendly organizations </li></ul></ul>
  10. 10. Gen Y – The Next Dominate Generation <ul><li>Diverse, Confident, Optimistic </li></ul><ul><li>Group and project focused </li></ul><ul><li>Desire/seek coaches and mentors </li></ul><ul><li>Like to stay in communication </li></ul><ul><li>Technically VERY savvy </li></ul>
  11. 11. <ul><li>Strengths </li></ul><ul><li>Good at multi-tasking </li></ul><ul><li>Appreciate diversity </li></ul><ul><li>Weaknesses </li></ul><ul><li>Strong parental attachment </li></ul><ul><li>Need more recognition </li></ul>Gen Y - Team Dynamics
  12. 12. The Recruiting World has Changed Traditional HR/Recruiting Emerging HR/Recruiting Reactive Focus on open positions Proactive Anticipate needs -Running ads -Posting to job boards -Searching databases -Building a talent community -Developing relationships -Development focus -Competitive intelligence Requirements: -Flexible workforce scenarios -Interactive communications Dynamic, on-going Static, One-time Requirements: -Logistics -Static workforce planning -Sourcing capability
  13. 13. Employee Engagement Is Critical My Job My Team My Manager Senior Leaders Engaged Employee <ul><li>Clear expectations of role </li></ul><ul><li>Opportunities to learn, develop and grow </li></ul><ul><li>Have the tools and skills I need </li></ul><ul><li>Authority to make decisions </li></ul><ul><li>Collaborate with others </li></ul><ul><li>Motivated to do my best work </li></ul><ul><li>Ideas and opinions count </li></ul><ul><li>Committed to do quality work </li></ul><ul><li>Learn from and respect others </li></ul><ul><li>Support each other </li></ul><ul><li>Speed up and simplify the way we work </li></ul><ul><li>Helps me be the best I can be </li></ul><ul><li>Cares about me and gives feedback </li></ul><ul><li>Recognizes my best work and contribution to the customer </li></ul><ul><li>A role model for collaboration </li></ul><ul><li>Clear sense of direction </li></ul><ul><li>Confident about the future </li></ul><ul><li>Communicate openly about progress </li></ul><ul><li>Proud to work here </li></ul><ul><li>Want to stay, satisfied </li></ul><ul><li>Advocate of the company </li></ul>The Organization
  14. 14. Contact Information Rosetta Carrington Lue Deputy Managing Director City of Philadelphia [email_address] 215-686-3480 (o)
  15. 15. <ul><li>Love ‘Em or Lose ‘Em – Beverly Kaye & Sharon Jordan-Evans </li></ul><ul><li>The Learning Café; Generations Issue – Devon Scheef & Diane Thielfoldt </li></ul><ul><li>Four Generations in the Workplace – Cameron Marston </li></ul><ul><li>Generations at Work – Ron Zemke, Claire Raines and Bob Filipczak </li></ul><ul><li>Global Learning Resources, Inc </li></ul>Resources

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