Millennial-proofing your workplace is an important component to help your business thrive. Workplaces should be created in a way that attracts young talent. O.C. Tanner offers a few suggestions that will help attract Millennials to your workplace.
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.
When a person withdraws, she may stay with the group physically, but does not transact with other group members. During withdrawal, the only stroke I can get or give are self strokes.
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.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
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.
When a person withdraws, she may stay with the group physically, but does not transact with other group members. During withdrawal, the only stroke I can get or give are self strokes.
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.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
Transactional Analysis is one of the most accessible theories of modern psychology. Transactional Analysis was founded by Eric Berne, and the famous 'parent adult child' theory is still being developed today.
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
This presentation explores the new ways we are working and the implications for business and for workers. Each theme has 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by PSFK Labs team.
Life positions are basic beliefs about self and others, which are used to justify decisions and behavior. Life position, which was originally described by Eric Berne (1962/1976) in an article entitled "Classification of Positions."
Compensation And Benefits (Pay structure)Faisal Anwar
Learn about Compensation And Benefits (Pay structure) in Details but rapidly. A great source of information for those who really want to learn or establish their careers in this area
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
5 steps to build a hybrid workplace strategyPacific Prime
A hybrid workplace blends the structure and sociability of the office, with the independence and flexibility of working from home. Here are 5 steps to help you build the right hybrid workplace strategy for your company.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Transactional Analysis is one of the most accessible theories of modern psychology. Transactional Analysis was founded by Eric Berne, and the famous 'parent adult child' theory is still being developed today.
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
This presentation explores the new ways we are working and the implications for business and for workers. Each theme has 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by PSFK Labs team.
Life positions are basic beliefs about self and others, which are used to justify decisions and behavior. Life position, which was originally described by Eric Berne (1962/1976) in an article entitled "Classification of Positions."
Compensation And Benefits (Pay structure)Faisal Anwar
Learn about Compensation And Benefits (Pay structure) in Details but rapidly. A great source of information for those who really want to learn or establish their careers in this area
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
5 steps to build a hybrid workplace strategyPacific Prime
A hybrid workplace blends the structure and sociability of the office, with the independence and flexibility of working from home. Here are 5 steps to help you build the right hybrid workplace strategy for your company.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
Marketing For Talent: The New Frontier, SMPS, Marketer, August 2014Maribel Castillo
Feature article by Marjanne Pearson and Mike Plotnick that discusses the importance of A/E/C marketers taking "a leadership role in shaping the future of our firms by actively engaging in the pursuit of talent." Highlights T.Y. Lin International's LinkedIn advertising and recruiting campaign.
What are the Pillars of Effective Communication in the Workplace.pdfXoxoday Empuls
At its core, effective communication in the workplace is about understanding and empathizing with your audience. To make your communication strategy, solution, and synergy aligned with each other, make sure to focus on these pillars: listen, engage, connect, inspire and guide.
https://blog.empuls.io/pillars-of-effective-communication-in-the-workplace/
In order to shed light on the entrepreneurs’ inspiring approaches, Insights Success has curated a list of "The 30 Most Inspiring Entrepreneurs of 2019", who are revolutionizing the business concepts and consumer standards.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
QUESTIONDiscuss how leaders can use emotional intelligence today .pdfformicreation
QUESTION:
Discuss how leaders can use emotional intelligence today in the workplace. Include subject
headers that introduce the following topics and relate these concepts to at least one company:
accountability, transformational communication, and values. You may use multiple corporate
examples your choice.
READINGS:
Guy Millar explains the importance of developing emotional intelligence in creating true
corporate values business decisions.\"Yur priority is to establishthe right culture andleadership,
makingcitizenship core to ourvalues and day-to-day\"Committed to safety, respect, excellence,
courageand one team.\"\"...our behaviour being open and honest ineverything we do\".\"...to act
with the highest integrity in everythingwe do\".These are the stated values of some of theFTSE
100 companies that have been pilloried inthe press of late. However, our experience of
theseorganisations has not tallied with these fine words.Users of these companies\' products and
serviceshave felt let down, used or cheated. Trust has beenbroken, with little faith in it being
restored. Forthe employees working in these organisations,there is also a feeling of being let
down, and wherebefore they may have felt proud of their company,they now feel a certain
amount of shame.The soul or heart of any organisation orbusiness is the quality of its
relationships. It seem the people have been forgotten and that manyorganisations\' values have
lost validity - losingtheir reputation and integrity along withtheir souls.The companies that do the
best job of living upto their values and developing ethical employeesrecognise that the real cause
of success - or failure- is always the people, not the words. Ultimatelyactions will say much more
to employees aboutvalues and leadership than words ever can. Ifactions are wise, no one wiU
care if the words arenot perfect. If actions are foolish or iU-considered,the words posted on the
corporate website and inthe staff handbook will only look like propagandaand no one will
believe it.The current wave of corporate disapprovalbegan in 2001 with the bursting of the dot-
combubble, the ensuing bear market, and the financialscandals involving Enron, WorldCom,
Tyco andothers. Ever since, the press has had a field daywith the top people in corporations and
publiclife providing a constant source of entertainmentof the worst kind - ritual humiliation. In
anutshell, the actions of these CEOs, politicians,celebrities and organisations have let them
down.\"If people\'s state of being is not matched by theirstate of doing, they recklessly court
disaster,\" saysMarianne Williamson, author and founder ofThe Peace Alliance\'.References1
WilliamsonM The Ageof Miracles:Embracing theNew MidiifeHay House(2008)2
http://www.towerswatson.com/research/7177Being congruent is really important rightnow and it
goes to the heart of what businessleadership needs to be about.An organisation\'s values should
be anexpression of its culture, of what it believes to bei.
Your company’s purpose doesn’t just state what you hope to accomplish, but declares who you are, and why you exist to the world. So how do the brands we admire create that sense of purpose for their employees? Check out a few companies that use their inspiring purpose to bring out the best in their employees
7 Questions Executives Want Answered Before Investing in Employee RecognitionO.C. Tanner
If you're looking to improve your workplace culture, employee recognition can help boost engagement, attract and retain top talent, and increase innovation. Build a business case for employee recognition by answering these common questions from executives and leaders.
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...O.C. Tanner
This Employee Appreciation Day, inspire greatness in your employees with these tips, quotes and insights on recognition, appreciation and employee engagement.
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.
The Millennial Effect on Employee EngagementO.C. Tanner
As of 2015, Millennials have officially made their way into the workforce. Employers must learn and adapt in order to engage with millennial employees. Here's how.
What is great work and how can teams achieve it? This roadmap will help you find the answers to those questions and ultimately help you transform your team from good to great.
Organizations should create a culture where people can come together to produce great work and form friendly relationships with each other. Here are some ideas to make that happen.
The Positive Effects of Relationships at WorkO.C. Tanner
Friendship at work matters. Did you know that employees with a best friend at work are 5x more likely to feel a strong connection to their company, and 7x more likely to fully engage at work than employees without a best friend? Take a look at this infographic to learn more about the positive effects of relationships at work.
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
Your Mission: Become a Recognition HeroO.C. Tanner
Appreciating great work throughout your organization is an essential part of creating lasting engagement. This recognition dossier will help you get appreciation right.
The Evolution of Recognition: And 3 Truths that Will Never Change
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit.
12 Inspirational Quotes to Start the Year Off RightO.C. Tanner
If you're looking for a boost to help you through your week or your month, take a look at some of our favorite quotes. They'll help you pause, reflect, and ultimately accomplish the great work that you know you can produce.
How to Build an Authentic, Winning CultureO.C. Tanner
Ann Rhoades, workplace culture guru and founder of People Ink, shares her insights into building a strong, authentic culture to attract and retain top talent.
12 Resolutions for a Great Year at WorkO.C. Tanner
If you are looking to improve your experience at work, here are 12 resolutions that will help you make 2016 your most productive, happy and engaged year yet.
What Will the Performance Review Look Like in 2016?O.C. Tanner
The traditional performance review has served as an organizational staple for decades. Though these reviews have helped employees set meaningful goals and objectives, their decline is now a growing trend. We are entering a new era of performance development, and here are a few changes to the Performance Review that you can expect to see in 2016.
Building a successful leadership development program requires that you first identify common mistakes that can impede your program's success. Here are four particular missteps to look out for.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
4. ACCORDING TO CHRISTIAN LANNG, CEO
AND CO-FOUNDER OF TRADESHIFT,
it’s an important
component of helping
your business to thrive.
CLICK HERE to read the article by Lanng
5. “Millennial-proofing”
essentially means creating a
workplace that attracts
Millennials, the generation of
sharp and talented young
people who are just beginning
to enter the workforce.
HIRE ME!
6. Just recruiting Millennials through
cool perks isn’t enough, though.
Training them to become
your future managers
and leaders is also key to
engaging and retaining
their talent.
7. Deloitte’s 2014 Global Human
Capital Trends report shows that
nearly two-thirds of
companies aren’t confident
that they are helping
Millennial employees fully
develop their potential.
8. This is where we come in. Attracting
and retaining Millennials doesn’t
need to be a mystery.
In fact, there are a few
simple strategies that can
really kick-start your
Millennial management.
9. First, it’s crucial to understand
that Millennials don’t operate
well under the “command and
control” corporate philosophy
of the fifties and sixties.
While employees used to stick around through it all,
unaware of or indifferent to better employment
options elsewhere, this isn’t the case any longer.
10. The Millennial generation
questions management practices,
lives the company mission
statement, and is more willing to
leave if they disagree with policies.
They’re “knowledge
workers” who go where
their hearts take them.
11. THAT’S WHY THE FIRST POINTER FOR
MILLENNIAL-PROOFING IS CREATING
AN ENVIRONMENT WHERE
proactive questions about current
company processes and commands
is allowed and even encouraged.
12. ONCE YOU’VE GOT THAT DOWN,
there are three more simple
steps to take to Millennial-proof
your workplace effectively.
13. 1. BE TRANSPARENT
Millennials like to be in the know. Educate them on your
company mission and the steps you take to encourage
leaders and employees alike to embody your values. Also,
allow them to interact with senior leadership. Both
management and Millennials will benefit, as you can
scope out your brightest Millennial talent while they
envision themselves in the driver’s seat.
14. 2. BE MODERN
A recent study done at UNC’s Kenan-Flagler Business
School found that a third of Millennials prioritize
“social-media freedom” above salary when considering an
employment opportunity. To reflect that value, integrate
social media into company marketing and networking
processes. That way, you not only allow Millennials to
interact on platforms they’re comfortable with, but you
update your processes so that you’re ahead of the game.
15. 3. BE OPEN
Millennials like to know that they’re making a difference.
This is hard for them to do if they only understand their
own role, so teach them about the organization as a
whole and brief them on upcoming objectives to help
them see the big picture. Also, take their perspectives
into account. Millennial employees value communication,
flexibility, and mutual respect.
16. If these tips weren’t quite
what you were looking for,
perhaps reading some
management advice straight
from a Millennial may help.
HERE’S A GREAT PLACE TO START FOR A
DIFFERENT PERSPECTIVE.
CLICK HERE
17. So there it is, a good start
to Millennial-proofing
your workplace.
For more ideas on employee training or
leadership development programs,
CLICK HERE
19. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O. C. Tanner helps the world inspire and appreciate great work.
Through our innovative cloud-based software, tools, awards,
education, and research, we provide thought leadership and strategic
recognition solutions for thousands of clients globally. Designed to
engage talent, increase performance, and drive corporate goals, our
solutions create personalized recognition experiences delivered
through a smart technology platform.
The O.C. Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition, engagement,
leadership, culture, human values, and sound business principles.