Cisco created a best workplace for millennials by focusing on high-trust culture, great leaders, and support for real-life needs. They developed benefits like emergency time off, volunteer days, fair pay and student loan repayment assistance. Leaders are expected to have regular check-ins with their teams. The goal is to retain millennial talent, who will make up 75% of the workforce by 2025, by addressing what they most want in a workplace.
Switch the passion back on. Discover how to engage your employees and hire for compatibility.
Checkout this slide deck or watch the free online MasterClass delivered at Google's Innovation Campus ☛ http://welcome.openelevator.com/optin/
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
Happy at work 4 capturing the young and the restless how to make the edgy gen...Salt & Light Ventures
David Bonifacio's talk presentation at the Happy at Work Conference 2014 titled, "Capturing the Young and the Restless: How to Make the Edgy Gen Y Commit"
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
Switch the passion back on. Discover how to engage your employees and hire for compatibility.
Checkout this slide deck or watch the free online MasterClass delivered at Google's Innovation Campus ☛ http://welcome.openelevator.com/optin/
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
Happy at work 4 capturing the young and the restless how to make the edgy gen...Salt & Light Ventures
David Bonifacio's talk presentation at the Happy at Work Conference 2014 titled, "Capturing the Young and the Restless: How to Make the Edgy Gen Y Commit"
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation!
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
Psychology of Motivation and Change : Presented by Sanjay KumaroGuild .
More than new process adoption, experts say Agile is a mindset change. But, as many of us may have experienced, changing people is tough. And, mindset change even tougher, at times almost impossible.
In this session we reviewed some important concepts related to human motivation and their inclination to change, that in turn helps us answer some of the following questions:
What motivates people?
Difference between intrinsic motivation and extrinsic motivation?
Can people change? Do they even want to change?
If yes, what kind of changes they might prefer?
Are there ways to make people amenable to change?
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
The Millennials are those born from the early ’80s to the early 2000s.They are both the 20th century’s last generation and its first truly digital one.
This presentation explores the Millennials in the workplace and how employers should connect with them.
Why Millennials Are Important At WorkplaceNipun Gupta
This is basically a presentation which cover the importance of millennials at the organisation or company and also how the organisation achieve the goals with the millennials.
Want to learn about what life is like working at RentDrop? Our culture deck gives a deep dive into what we look for in every team member.
You can learn more at https://www.rentdrop.io
It's one thing creating employee engagement programs or collecting customer journey insights, but quite another to take action on them. Our research shows this is a huge challenge for organisations, so we've set about solving it.
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation!
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
Psychology of Motivation and Change : Presented by Sanjay KumaroGuild .
More than new process adoption, experts say Agile is a mindset change. But, as many of us may have experienced, changing people is tough. And, mindset change even tougher, at times almost impossible.
In this session we reviewed some important concepts related to human motivation and their inclination to change, that in turn helps us answer some of the following questions:
What motivates people?
Difference between intrinsic motivation and extrinsic motivation?
Can people change? Do they even want to change?
If yes, what kind of changes they might prefer?
Are there ways to make people amenable to change?
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
The Millennials are those born from the early ’80s to the early 2000s.They are both the 20th century’s last generation and its first truly digital one.
This presentation explores the Millennials in the workplace and how employers should connect with them.
Why Millennials Are Important At WorkplaceNipun Gupta
This is basically a presentation which cover the importance of millennials at the organisation or company and also how the organisation achieve the goals with the millennials.
Want to learn about what life is like working at RentDrop? Our culture deck gives a deep dive into what we look for in every team member.
You can learn more at https://www.rentdrop.io
It's one thing creating employee engagement programs or collecting customer journey insights, but quite another to take action on them. Our research shows this is a huge challenge for organisations, so we've set about solving it.
Engaging the New Frontier: How Millennials are Changing the WorkforceKevin Snyder, Ed.D.
Summary Of Session:
A new generation of professionals has emerged and officially become the majority workforce demographic. This population known as Generation Y, or Millennials, is changing how organizations foster an organizational culture that attracts, develops, retains, and engages cross-generational employees both now and in the future. Organizations that understand and embrace the needs and perspectives of Millennials will not only find success in a more engaged and productive workforce, but also avoid significant costs of rapid employee turnover and disengagement. In this interactive presentation tailored for both Millennial and non-Millennial professionals, you will discover empowering best practices and tangible take-a-ways on how the ‘corporate melting pot’ can leverage unique generational mentalities and expectations. You will learn how the arrival of the most hyper-connected, civic-minded and tech-savvy generation has impacted workplace culture and the way work will continue to get done. Send Kevin a question in advance of his UCB presentation so he can incorporate the answer in his presentation to our group: Kevin@KevinCSnyder.com
Learning Objectives:
1) Learn about generational perspectives, both differing and similar, and how to embrace and leverage these unique mentalities to foster an engaged workforce culture.
2) Discover what isn’t being said and written about Millennials that will lead to a new understanding about this new workforce majority and their needs.
Presenter:
Kevin Snyder is a professional speaker who began his career working in Student Affairs with Millennials. Most recently he served as the Dean of Students for High Point University. Now Kevin presents all over the world for organizations on topics of millennial engagement, workforce culture, innovation and leadership skills development. His website is www.KevinCSnyder.com. Send him a question in advance of his UCB presentation so he can incorporate the answer in his presentation to our group: Kevin@KevinCSnyder.com
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
Presentation by Devon Scheef and Diane Thielfoldt, Co-Founders, The Learning Café, during the Office Depot Foundation's Weekend in Boca Civil Society Leadership Symposium on September 25, 2015.
If you are like many employers, educational and not-for-profit leaders, you are coming to the conclusion that assigning leadership roles to Millennials might be a good idea. In fact, 15% of Millennials in the workplace are in formal leadership roles.
No longer the new kids on the block, Millennials are business leaders, managers, public office holders, parents, entrepreneurs, and board members. As a generation, Millennial leaders are serious, valued contributors filling our talent pipelines.
Think again if you believe Millennials are the managers of the past. They think, work and live differently. Many of them are responsible for teams, departments and organizations that resemble a four-generation family reunion, requiring great flexibility of leadership style. In this presentation, Diane Thielfoldt and Devon Scheef of The Learning Café will share the issues and opportunities associated with Millennials – and Millennial managers – at work.
This fast-paced, engaging presentation features:
• A holistic view of Millennials as current and future leaders
• What every Millennial leader needs to know about other workplace generations
• Three significant generation gaps at work and what to do about them
• How to prepare your organization to welcome, engage and retain Millennial talent and Millennial managers
SBDC presentation to Federal Way Chamber. I repurposed this from another presentation I had done for Discover Burien and my Center Director added in the How to Be a Great Boss sections.
Business Challenges -2021_Once Upon A Time In AECOM_MM.pptxJosephSorial
AECOM MEA is a large, complex and diverse organization, where up to 70% of our employees work at client and site locations. This makes it challenging to connect and engage in a way which resonates with all of our people. This has multiple impacts on employee experience, communication, engagement levels, performance and ultimately attrition.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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VAT Registration Outlined In UAE: Benefits and Requirements
cisco
1. Connect.Innovate.Lead.
It’s Not About Avocado
Toast: How Cisco
Created a Best
Workplace for
Millennials (and
Beyond)
Vice President of
Human Resources
Global Benefits, Cisco
Ted Kezios
Director of Product
Marketing,
Great Place to Work®
Julie Musilek
Business Analysis
Manager
Customer Experience,
Cisco
Katie Porter
3. Generations as measured on Trust Index®
Survey
Gen Z: 1998 or later
Millennials: Between 1981 and 1997
Gen X: Between 1965 and 1980
Baby Boomers: Between 1946 and 1964
Silent Generation: 1945 or earlier
X-ennials! 1978-1982
2008!
4. 4th Annual Best Workplaces for
MillennialsTM List
1,000 U.S. companies
627,000 responses
254,000 millennials
4.5 million employees
11. Millennials: Leaders are Connectors
• Creates connections, alignment
and shared purpose
• Care about long-term growth and
personal needs of individuals
• Show up strongly at critical
moments: work & personal lives
• Empathetic, supports culture
12. Gen X: Leaders are Role Models
• Creates strategy that gets
results
• Demonstrates values &
behaviors
• Show up strongly at critical
moments: organizational
change
• Solves problems, advocates
13. Baby Boomer: Leaders are Culture Beacons
• Creates strong organization that
improves society for the greater
good
• Bright and strategic, committed
• Ensure culture permeates
everywhere
• Not enough content to define
how they show up in critical
moments
18. Millennials are wildly innovative
Innovation Velocity RatioTM
(IVR)
Ready to
Innovate
Experiencing
Friction
19. Millennials are wildly innovative
Innovation Velocity RatioTM
(IVR)
Great Place to Work-CertifiedTM
Company
Best Workplaces for MillennialsTM
Average U.S. Workplace
21. It’s time to realize the full
power of millennials at work.
22. Connect.Innovate.Lead.
The Bridge to a Great
Workplace for Our
Millennials (and
Beyond)
Vice President, Global
Benefits
Ted Kezios
Business Analysis Manager
Customer Experience
Katie Porter
27. We design technology that
solves, creates, inspires, heals,
and secures to help build your
bridge to possible.
Who we are
Our People:
• 77,000 employees in 97 countries
(half in U.S. )
• Average age of 43
• 15% Baby Boomers (born 1945-64)
• 48% Gen X (born 1965-80)
• 37% Millennials (born 1981-97)
28. The universal challenge
How do we create and sustain a great
our employees? And, specifically, for
will make up 75% of the global workforce by
The universal challenge
How do we create and sustain a great
workplace for all our employees? And,
specifically, for Millennials, who will make up
75% of the global workforce by 2025?
29. 1. High-trust culture
2. Great leaders
3. Fair pay and support
for student loan debt
4. Support for
real-life needs
What Millennials want
31. “In a Conscious Culture, we take
action if we experience something
or if we see something. And in
doing so, we change the culture for
all.”
— Francine Katsoudas,
ExecutiveVice President and Chief People Officer
Our perspective on culture Environment
Characteristics
Experience
32. Global Mental Health
priority:
• Started with our CEO:
Remove stigma
• Communities and
• Increasing access and
coverage
Putting our words into action
33. Emergency Time Off
(ETO): paid time off for
any situation that
an employee’s full and
immediate attention
Building trust during critical life moments
34. Time2Give: five
extra paid days each
year to volunteer at
non-profit or school
• 447,935 hours
volunteered in FY19
Making a difference
35. • Open the dialogue with your people!
• Create benefits that represent your culture—one size does not fit all.
• Think bigger—connect with community!
• Challenge: what to prioritize.
Small things you can do to transform trust
38. Our leader expectations
Run the business
• Understand and connect
Cisco strategy; earnings
calls
Build diverse teams
• Development
conversation:
1x/quarter
Lead your team
• Check-ins: 1x/week
Better leaders
make better
teams.
39. Leader
andTeam
Outcomes
Building high-performing teams
• Collective Purpose
• Shared Understanding
of Excellence
• Safety and Trust
• Confidence in the
Future
• Clarity of Expectations
• Best of Me Now
• Attention to Me
• Best of Me in the
Future
40. • Real conversations increase engagement and satisfaction.
• Set clear leadership expectations.
• Each person and team plays a role in the people experience!
• Opportunities: consistent check-ins, Leader Day evolution
Tips on cultivating conscious leadership
42. We’re committed to
equitable pay for similar
work in the same location
• Pay parity based on gender
and ethnicity
Fair pay at Cisco
43. College Coach: action
plan for student loan
Money Coach:
guidance for any
goal
SoFi: solutions for
refinancing student
Support for student loan debt
45. Welcoming a new child
Paid Child Bonding Leave:
• Main caregiver: 13 weeks
• Supporting caregiver: 4 weeks
• Grandparents: 3 days
…And Surrogacy, Adoption,
and Family Planning
reimbursements
48. • Walk in their shoes…
• Listen and creatively solicit their feedback.
• Include employees in the design process.
• Challenge: Go bold and learn from mistakes.
Practical tips for benefits design
49.
50.
51.
52. Tweetable Takeaways @GPTW_US
Activate your
workforce
around trust,
rooted in real
conversations!
Better leaders
create better
teams. We have
the opportunity
for something
really powerful
when leaders
recognize
unique
differences.
Create benefits
that represent
your culture—
one size does
not fit all.
Editor's Notes
…It’s not about avocado toast.* Here’s what millennials really want at work.
*In our study data, avocado toast was only mentioned twice… by Gen Xers
It’s Not about Avocado Toast: How Cisco Created a Best Workplace for Millennials (and beyond)
Millennials may be the most poked and prodded generation ever—and still much of conventional wisdom about how to create a great workplace for this giant cohort is wrong. Come to this session to hear from a company that has gotten it right. Technology giant Cisco not only has been a Best Workplace for Millennials each of the past four years, but the company’s place on the list has jumped from #98 to #9 in 2019. Ted Kezios, Cisco’s Vice President of global benefits, and Jonathan Javier, a millennial who leads professional development in the company’s Early Career Network, will share Cisco’s impressive story. Among other things, they will touch on the company’s increased focus on a culture based on diversity, trust and giving back.
They also will highlight challenges along the way and how the company’s success with millennials is part of a broader culture that works for all generations and all geographies—after all, Cisco was the #1 World’s Best Workplace in 2019. This session also will feature insights from Great Place to Work’s recent study on millennials. Julie Musilek, Great Place to Work’s director of product marketing, will share how your organization can tap millennial’s surprising superpowers.
In this session you will:
Hear Cisco’s story of creating an increasingly great workplace for millennials
Learn how Cisco integrates benefits of interest to millennials with a culture designed to be great for all generations
Gain research-based, tangible practices for attracting, retaining and cultivating the full potential of millennial employees
Okay, so the first thing you notice is that I’m not a millennial. But I’m a millennial at heart and I’ll tell you why.
SF holds a special place in my heart.
I grew up in Chicago and made my way to the bay area in 1995.
Let’s go back in time to 1995.
[Click to play Music: California Love by 2Pac]
If you were in my shoes, your first experience was going to lunch off Haight and Ashbury.
That district is know to be the birthplace of the hippie generation, and boy oh boy, were there still hippies!
Here’s one of the songs I heard from one of the boom boxes…[Click to play music]
Music: Somebody to Love by Jefferson Airplane]
I went to a SF Giants game at Candlestick Park and they would play this song when the Giants were losing.
And in 2014 Steve Perry would sing it live at games.
[Click to play music]
[Music: Don’t Stop Believing by Journey]
While working full time and going to school at night to get my MBA, I met people that worked for a company called Cisco.
What sparked my interest in joining Cisco a few years later was not it’s stock splitting but it’s values, values we will talk about today. [No music]
Morale of story:
While I’m not a millennial and while 1995 is an age of millennials, I was living a millennial life:
I preferred city over suburbs
I was slower to own a home
And I wanted a job that made me feel like work matters.
To truly understand what millennials want, you have to walk in their shoes, just like you walked in mine.
Let’s start with who we are.
The simple description of what we do is that we provide the core plumbing and infrastructure for corporate networks and the internet on a global basis.
When you do a search on your phone, accessing Cisco P&S; and one piece of research says that 80-85% of internet traffic goes through our products/services.
And here are some stats on our people, including the breakout at the bottom of our generational percentages.
When it comes to our generations in the workplace, we are all in the same boat.
As Julie touched on, how do we create a great workplace for all, and especially Millennials who will comprise up to 75% of our global workforce in 5 years.
I’m not sure Cisco has gotten it perfectly right…
But let me share the things we are doing to creating a better workplace for our millennials, and some of the challenges we experience.
They center on these 4 key themes, and these are also themes you heard from Julie in the study.
Let’s start with building a high-trust culture
[Music plays automatically: Rhianna (Umbrella) clip]
Culture is the backdrop for everything we do within a company and how we do it.
We think pretty expansively about Culture.
Explain quickly that it’s more broad than just characteristics.
And we take it up a notch….conscious culture, which is a more active way to come together to build trust – we want all employees to take action if they see something.
Share story about Fran sharing ER case stats.
That is how you build up trust, and as the study shows, Millennials are 50x more likely to stay with a company if you provide them with a high-trust culture.
Another example of this is our approach on mental health which began with an email from our COE 1 ½ years ago.
We have to create an open, supportive environment
Where those suffering feel less afraid to open up
Where we extend compassion and listen without judgment
We received over 19k hits to our safetotalk community site which houses experts tips and employee stories, a lot of them from millennials.
One employee story was especially inspiring.
That manager said: Something inside is stopping you from being as successful as you can be, and asked her about her mental well-being which led her to contact the EAP, received counseling, and the mgr was there every step of the way.
We included training in our annual Leader Day where we bring together all 15k managers.
And recently made a change to make our out-of-network coinsurance equal to our in-network coinsurance on our largest medical plans because of the national shortage of providers.
It’s not just opening the dialogue to build trust, it’s also about shifting your benefits strategy to build trust.
Here are a few examples of what we did.
This one is called Emergency Time Off where employees don’t have to dip into their paid time off in order to be in the moment that matters.
I had someone in my team that needed time when the bay area fires raged last year. My response was do what you need to do to keep your family safe, come back when you are ready.
There is no set amount of time with this benefit, we leave it up to the ee and mgr to figure out.
And we expanded the definition of family to include roommates, even pets, with no required set of time
You will also hear from one of our millennials, Jonathan, who will share his story on ETO.
We aligned another benefit change to something hugely important to Cisco, which is giving back.
We call this one Time2Give.
We recognized that teams naturally come together to do charity work, but we wanted employees to have flexibility to take time off to give back to charities important to just them…could be a local school or non-profit.
When we rolled this out, one employee said “this is the best benefit Cisco has ever offered”…I chuckled.
Small things you can do with real conversation and benefit changes to transform trust, and make it specific to your culture.
e.g. if your company is about education, student loan contributions to reduce debt is a must.
One of our first benefit changes 5 years ago was so simple – BD off.
We do believe that corporate workforce plays a role in leading change in the community.
Our biggest challenge – too many things we want to go after, limited resources, no open checkbook… what will drive greatest impact.
Our next theme is Millennials want great leaders
Conscious leadership is essential for creating an environment built on trust and respect
[Music plays automatically: Backstreet Boys (I’ll Be The One) clip]
When I think of our great leaders, I think of them role modeling the behaviors that we expect from all our employees.
And again, the study shows that millennials want leaders who are culture beacons, lead through change, are approachable, and permeate values through the organization.
These are how we want our people to show up. Some of my favorites:
Take Accountability – own it, don’t wait for permission, do what’s right
Give Ego a Day Off- what’s best for team and Cisco
Take Difference to Heart – embrace diff, walk in each other’s shoes
And our expectations expand beyond just the leadership behaviors.
At the core of all of this is get to know your people…better leaders create better teams, so we are methodical about it.
One of the most important ones is something we call weekly check-ins. We use a system to create that connection where employees share their loves and loathes about the prior week, and their priorities for the coming week.
Even things like expecting them to listen to earnings calls, monthly company meetings, and having development conversation once a quarter.
Stats:
Those whose check-ins always include a conversation are more likely to be fully engaged by 36%
Those whose check-ins always include a conversation are more likely to be satisfied with their careers by 210%
51% fully engaged at Cisco vs. 16% global norm
Opportunity… 25% of the organization didn’t check in at all, and we know that checking in leads to higher performance.
37% attended leadership qtrly
13% attended earnings call
And we know through our data that there are a set of qualities that exist within the highest performing teams.
These are represented on this slide. – highlight 2-3
A few of these directly tie to the Millennial study:
Connect to a collective purpose
We talked about clear expectations
Best of Me Now and into the Future – have employees long term interest in mind
Notes:
The “Best” teams retain employees 2.74x
Managing your team to play to their strengths can increase merit based performance up to 11%
Employees who use their strengths everyday are:
• 20% more productive and creative
• 6 times more engaged at work
• 3 times more likely to report an excellent quality of life
Just to reinforce some of these key tips on cultivating conscious leadership
And two main opportunities:
25% of the organization didn’t check in at all, and we know that checking in leads to higher performance
Leader Day – key trainings
Notes:
•Over 60% of millennials, who are a large part of the workforce are looking for a new job and over 90% plan to stay in their current job fewer than three years•So why do people leave their jobs…a manager is the number one reason why people leave when we consider the following…•50% of people who leave a company quit their boss, not their job•Managers account for at least 70% of the variance in employee engagement
The 3rd key theme in the study is about the importance of fair pay to millennials and managing student loan debt
NO MUSIC
It’s essential that we pay everyone fairly.
Fair pay is a major focus for Cisco, so much that we have signed on to industry commitments, such as:•White House Equal Pay Pledge•Parity.org Pledge•Employers for Pay Equity Consortium•CA Pay Equity Pledge
And with Student Loan Debit, we offer a few solutions for millennials to get some help
One employee who gave us feedback stood out – he said, I’m your typical Millennial story: lots of student loan debt, not a lot of savings, and no way I could afford to buy a house or apartment.
Money Coach helped me lay a foundation for budgeting and how to manage the tradeoffs that come with managing my debt while creating an emergency savings fund and contributing to the 401(k) plan.
And the final theme is Support for Real-life needs
[Music: Kings of Leon (Use Somebody) clip]
When is comes to our employees needs, it starts with our global benefits vision
The WHOLE YOU at your BEST, making a meaningful impact for you, your family, Cisco, and the community!
Our unique differences make our inclusive culture so great, and fostering the whole person is a major focus.
A prime example of that is the change we made to our child bonding leave to make it gender neutral to account for the many ways that people have families today.
We eliminated the terms maternity and paternity, replacing them with:
Main caregivers are those spending the majority of their time caring for their new child.
Supporting caregivers are those lending a hand to their spouse or partner.
We trust our employees to choose, and if they say they are the main caregiver.
they get up to 13 weeks paid for main (so total of 21 weeks for birthing moms on disability),
up to 4 weeks for supporting caregivers,
and up to 3 days for grandparent employees
And we doubled down on reinforcing with our managers with how to allocate work while someone goes out that long.
Notes:
Surrogacy reimbursement: expenses related to surrogacy, including some medical coverage for surrogate.
Adoption reimbursement: legal or administrative expenses.
Family planning reimbursement: harvest and/or store eggs, sperm, etc…reasons not related to medical necessity.
And something cool we’ve done a few times in bring in startups and ask them to do 20 min pitches to make sure we efficiently look at new solutions.
ReThink is one of those companies we added to help support employees with children with development delays.
One employee rec’d help from ReThink and subsequently received a note from his teachers that his problem behaviors have lessened in duration, intensity and frequency.
And this other startup that made their pitch provides a match.com type of service to help find the perfect match for in-home caregivers.
Wrapping things up and getting back to where I started
I cannot emphasize enough the importance of walking in millennials shoes, and all generations for that matter.
Our best ideas come from our employees, and we even used a highly technical survey instrument last year to pulse our employees.
Include them into RFPs…we are doing just that with our adult caregiving RFP right now.
And lastly, go bold and learn.
e.g. Student loan contribution - included millennials in strategy and design process. Benefit didn't get funded, good example of inclusion and listening and not always landing it!