This document discusses attracting and retaining millennial employees. It presents results from a survey of 94 millennial members of the CASFM Young Members Group on their priorities and workplace preferences. The top priorities for millennial employees are work-life balance, opportunities for professional development and career progression, and flexible work schedules. The survey found that 60% of millennial respondents plan to leave their current job within 5 years if their needs for leadership development, involvement, alignment with company values, and flexible working are not met. The document provides recommendations for organizations to better engage millennials.
This Presentation will help you learn, sustain and enhance your organizational dynamism quiotent. This talk was delivered at HR Sangam's conference - The People Agenda 2015 at The Hilton.
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
⢠How to create and maintain a productive company culture as you scale
⢠How to resolve problematic areas that do not embody desired culture
⢠How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
Net2Vic: Branding as a non-profit: Putting your brand to work for youNetSquared Victoria
Â
Does your brand measure up to it's full potential? Strong brands help organizations to acquire financial, human, and social resources and to build key partnerships.
Join Dan Dagg through an open and frank discussion on the importance for brand strategies, key principles for not-for-profit branding, how to control your brand, the importance of brand alignment and lastly, how to get people to give a damn about your brand.
This Presentation will help you learn, sustain and enhance your organizational dynamism quiotent. This talk was delivered at HR Sangam's conference - The People Agenda 2015 at The Hilton.
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
⢠How to create and maintain a productive company culture as you scale
⢠How to resolve problematic areas that do not embody desired culture
⢠How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
Net2Vic: Branding as a non-profit: Putting your brand to work for youNetSquared Victoria
Â
Does your brand measure up to it's full potential? Strong brands help organizations to acquire financial, human, and social resources and to build key partnerships.
Join Dan Dagg through an open and frank discussion on the importance for brand strategies, key principles for not-for-profit branding, how to control your brand, the importance of brand alignment and lastly, how to get people to give a damn about your brand.
Innovation is one of the latest buzz words, but what does innovation really mean and how does it impact the way you do business and serve your clients? Often times, business leaders think innovation refers solely to technology, when in fact cloud and mobility are shifting away from being a new idea to being mainstream and an expectation, leaving clients wanting more. What does âbeing innovativeâ in your accounting firm mean to your business model, the way you interact with your clients, and how you plan for the future? Jennifer Warawa, Vice President and General Manager of Sage Accountant Solutions at Sage North America, and Tom Hood, CEO of Maryland Association of CPAs and the Business Learning Institute, will share research, trends, and insights into how the next phase of innovation will have an impact on the way you do business, and what changes are crucial in order to stay one step ahead of the competition.
Staffing & Culture: Your Billing Companyâs Secret SauceKareo
Â
Looking to grow your billing serviceâor just be more profitable? The secret ingredients for your success are sitting right next to you (or maybe an internet connection away): your employees and colleagues. A billing team that performs well, adapts to changing times, and embodies your company values is the key to longevity and prosperity in a competitive market. Building and retaining a team like that is the surest way to stand out from the crowd! But how do you do it?
Join Laurie Morgan of Capko & Morgan for a lively webinar on this exciting and critical topic for billing companies. Youâll learn:
â˘How staffing well makes marketing a piece of cake
â˘Why "culture eats strategy for breakfast"
â˘Quick tips for evaluating new staff additions
â˘And much more
For many HR professionals employee âengagementâ can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey.
During this session you will learn:
The facts and figures that unequivocally connect employee engagement to overall company performance and profitability.
Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success.
How to use the methodologies illustrated in the book What Motivates Me to assess each employeeâs engagement level and to expose their true motivators.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
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Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience? Naba Ahmed
Â
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience?Aggregage
Â
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
How to Plan and Design your Social Business Culture?Tom De Baere
Â
What can small and medium business (SMB) learn from giants such as IBM, Adobe and Dell about becoming a social business?
At first sight learning from these giants seems a crazy idea. SMBâs are different by every means. They have less budget, less employees, and certainly have different problems.
But surprisingly, when looking at how these large companies have become social businesses, there is a lot smaller companies can learnâŚ
Also check out this blog post : http://www.b2bmarketingexperiences.com/2014/11/ibm-adobe-dell-become-social-business-can-smaller-company-learn/
Attracting, Hiring, and Retaining Top Millennial Talent is a presentation designed to provide insight on how to attract, hire, and retain (AHR) top millennial talent. AHR involves cultural transformation from Industrial Age production management strategies to Connected Age innovation through Dream Team formation and activation led by top Millennial talent.
Transformation synthesis is a process where senior organizational leaders transfuse (thru mentoring and coaching) their wisdom and institutional knowledge into top Millennial talent for the purpose of innovation, replication, and multiplication across service lines of an organization. This is the heart of creating a growth company.
Top 5 Highlights Of The 2016 Glassdoor SummitGlassdoor
Â
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
Schmooze- Build and foster your professional networkAiswaria Nair
Â
Forging new professional connections and building your network from the ground up is hard. Schmooze gives you a platform to grow and foster your professional network, right within your workplace.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
Â
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
Your Glassdoor Profile: How to Use It To Your AdvantageGlassdoor
Â
Your Glassdoor Profile: How to Use It To Your Advantage
Katie Burke, Vice President, Culture and Experience at HubSpot
Molly McKinstry, Enterprise Client Partnerships Manager at Glassdoor
Content marketing for search and staffing webcastLinkedIn Europe
Â
Slides from the webcast that took place on the 11th October 2017. Content:
1. Importance of Content Marketing
2. 3 Core Audiences (Client, Candidates, Consultant)
3. Anatomy of a Great Post
4. Curate vs. Create
As a leader, youâve likely faced the stress of ever-expanding goals and targets. Every year brings new opportunities to set the bar higher and higher. This leaves some leaders in a constant cycle of asking themselves:
- Why are my profits down?
- Why are we missing deadlines/quality standards?
- Why is morale down and/or turnover high?
- Why canât I find good people?
- When will I get my life back?
However, these questions fail to address the heart of the problem. Often, the problem starts with company culture. The organization isnât set up to learn and adapt quickly, and knowledge about new learnings isnât easily shared company-wide.
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 â http://welcome.openelevator.com/optin/
To optimise our career potential we have to understand the worlds or work, the challenges and opportunities and be able to define our unique value proposition.
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Innovation is one of the latest buzz words, but what does innovation really mean and how does it impact the way you do business and serve your clients? Often times, business leaders think innovation refers solely to technology, when in fact cloud and mobility are shifting away from being a new idea to being mainstream and an expectation, leaving clients wanting more. What does âbeing innovativeâ in your accounting firm mean to your business model, the way you interact with your clients, and how you plan for the future? Jennifer Warawa, Vice President and General Manager of Sage Accountant Solutions at Sage North America, and Tom Hood, CEO of Maryland Association of CPAs and the Business Learning Institute, will share research, trends, and insights into how the next phase of innovation will have an impact on the way you do business, and what changes are crucial in order to stay one step ahead of the competition.
Staffing & Culture: Your Billing Companyâs Secret SauceKareo
Â
Looking to grow your billing serviceâor just be more profitable? The secret ingredients for your success are sitting right next to you (or maybe an internet connection away): your employees and colleagues. A billing team that performs well, adapts to changing times, and embodies your company values is the key to longevity and prosperity in a competitive market. Building and retaining a team like that is the surest way to stand out from the crowd! But how do you do it?
Join Laurie Morgan of Capko & Morgan for a lively webinar on this exciting and critical topic for billing companies. Youâll learn:
â˘How staffing well makes marketing a piece of cake
â˘Why "culture eats strategy for breakfast"
â˘Quick tips for evaluating new staff additions
â˘And much more
For many HR professionals employee âengagementâ can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey.
During this session you will learn:
The facts and figures that unequivocally connect employee engagement to overall company performance and profitability.
Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success.
How to use the methodologies illustrated in the book What Motivates Me to assess each employeeâs engagement level and to expose their true motivators.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Â
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience? Naba Ahmed
Â
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience?Aggregage
Â
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
How to Plan and Design your Social Business Culture?Tom De Baere
Â
What can small and medium business (SMB) learn from giants such as IBM, Adobe and Dell about becoming a social business?
At first sight learning from these giants seems a crazy idea. SMBâs are different by every means. They have less budget, less employees, and certainly have different problems.
But surprisingly, when looking at how these large companies have become social businesses, there is a lot smaller companies can learnâŚ
Also check out this blog post : http://www.b2bmarketingexperiences.com/2014/11/ibm-adobe-dell-become-social-business-can-smaller-company-learn/
Attracting, Hiring, and Retaining Top Millennial Talent is a presentation designed to provide insight on how to attract, hire, and retain (AHR) top millennial talent. AHR involves cultural transformation from Industrial Age production management strategies to Connected Age innovation through Dream Team formation and activation led by top Millennial talent.
Transformation synthesis is a process where senior organizational leaders transfuse (thru mentoring and coaching) their wisdom and institutional knowledge into top Millennial talent for the purpose of innovation, replication, and multiplication across service lines of an organization. This is the heart of creating a growth company.
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Â
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
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Â
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Â
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Â
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Katie Burke, Vice President, Culture and Experience at HubSpot
Molly McKinstry, Enterprise Client Partnerships Manager at Glassdoor
Content marketing for search and staffing webcastLinkedIn Europe
Â
Slides from the webcast that took place on the 11th October 2017. Content:
1. Importance of Content Marketing
2. 3 Core Audiences (Client, Candidates, Consultant)
3. Anatomy of a Great Post
4. Curate vs. Create
As a leader, youâve likely faced the stress of ever-expanding goals and targets. Every year brings new opportunities to set the bar higher and higher. This leaves some leaders in a constant cycle of asking themselves:
- Why are my profits down?
- Why are we missing deadlines/quality standards?
- Why is morale down and/or turnover high?
- Why canât I find good people?
- When will I get my life back?
However, these questions fail to address the heart of the problem. Often, the problem starts with company culture. The organization isnât set up to learn and adapt quickly, and knowledge about new learnings isnât easily shared company-wide.
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 â http://welcome.openelevator.com/optin/
To optimise our career potential we have to understand the worlds or work, the challenges and opportunities and be able to define our unique value proposition.
Similar to Thur_FM_PD5_Millennials_in_OUR_Workplace (20)
6. THE GOLD STANDARD OF GOOGLE
â˘CREATIVE, FREE THINKING
â˘STRESS-FREE COLLABORATION
â˘WORK WHEN YOU WANT
â˘DEADLINE FREE ZONE
7. THE GOLD STANDARD OF GOOGLE
â˘CREATIVE, FREE THINKING
â˘STRESS-FREE COLLABORATION
â˘WORK WHEN YOU WANT
â˘DEADLINE FREE
8. HOW ABOUT OUR INDUSTRY?
â˘A Literary review of current content
â˘CASFM Younger Members Group (YMG) survey
⢠94 survey responses
â˘Their own illustrious opinions
⢠(Professional millennials)
Jeremy and Jeff answer this burning question through:
9. WHO ARE MILLENNIALS?
⢠BORN BETWEEN 1982 - 2002
⢠OVER 80 MILLION STRONG
⢠LARGEST GENERATION SINCE BABY BOOMERS
⢠FIRST GENERATION TO ENTER WORKPLACE WITH
BETTER GRASP OF TECHNOLOGY THAN MORE
SENIOR WORKERS â
Just watch this
animation!
I
MEAN
WOW!
12. ATTRACTING MILLENNIALS
QUESTION: ââŚPLEASE INDICATE WHAT
WOULD BE THE STRONGEST REASON
FOR CHOOSING TO WORK FOR AN
ORGANIZATION AND WHAT WOULD BE
THE WEAKEST.â
1. WORK-LIFE BALANCE
2. OPPORTUNITIES TO PROGRESS
3. FLEX HOURS, REMOTE WORKING
The 2016 Deloitte Millennial Survey
13. ATTRACTING MILLENNIALS: SURVEY
QUESTION: âPLEASE RANK THE
FOLLOWING MOTIVATORS IN ORDER OF
IMPORTANCE WHEN CONSIDERING A
JOB.â
1. WORK-LIFE BALANCE
2. SENSE OF MEANING, PURPOSE
3. PAY/FINANCIAL BENEFITS
14. YOUâVE GOT THEM! BUT FOR HOW LONGâŚ
2016 DELOITTE MILLENNIAL YMG SURVEY RESULTS
60% PLAN TO LEAVE IN 5 YEARS OR LESS
15. WHY DO MILLENNIALS LEAVE?
â˘LEADERSHIP SKILLS ARE NOT BEING DEVELOPED
â˘ORGANIZATION ISNâT INVOLVING THEM OR GIVING PURPOSE
â˘ORGANIZATION DOES NOT SHARE THEIR CORE VALUES
â˘ORGANIZATION HAS NO AMBITION BESIDES PROFIT
â˘WORK HOURS/LOCATION ARE NOT FLEXIBLE
â˘PAY COULD INCREASE
They feel that theirâŚ
16. HOW TO ENGAGE MILLENNIALS
â˘DEVELOP THEIR LEADERSHIP SKILLS
â˘MAKE THEM FEEL INVOLVED AND FEEL PURPOSE
â˘ALIGN YOUR CORE VALUES WITH THEIRS
â˘SHOW AND SUPPORT AMBITIONS OTHER THAN PROFIT
â˘FLEXIBLE HOURS
â˘COOKIESâŚ
17. ENCOURAGING FUTURE LEADERSHIP
â˘PROJECT EXPERIENCE
â˘TRAINING AND LEARNING OPPORTUNITIES
â˘REGULAR COMMUNICATION WITH MANAGER
â˘CULTURE OF GROWTH
YMG SURVEY
Question: How should your company encourage future leadership?
20. MAKING THEM FEEL INVOLVED
â˘INVOLVEMENT IN DIRECTION/SUCCESS OF THE COMPANY
â˘CONSTANT COMMUNICATION WITH MANAGER
â˘HAVE SENIOR STAFF SUPPORT AND INVOLVEMENT IN SOCIAL CULTURE
â˘EXCITING/NEW PROJECT RESPONSIBILITIES
â˘KEEP ME BUSY!
Question: What could your company doing to make you feel involved?
22. ALIGNING CORE VALUES
â˘DESIRED TRAITS:
⢠TRANSPARENCY â COMPANY DIRECTION, FUTURE
⢠INTEGRITY â DOING THE RIGHT THING
⢠HONESTY â TO STAFF, TO CLIENT
⢠CONSISTENCY â QUALITY PRODUCT TO CLIENT
⢠FAIRNESS â AMONGST STAFF
23. SHOW OTHER COMPANY AMBITIONS
â˘PROTECTION OF PEOPLE, PROPERTY, ENVIRONMENT
â˘GROWING THEIR EMPLOYEES
â˘PROVIDING A GOOD WORKING ENVIRONMENT
â˘GOOD WORK / REPUTATION OF COMPANY
Question: What ambitions do you think your organization should have?
25. HOW CAN WE BE MORE CREATIVE?
â˘INNOVATIVE SOLUTIONS
â˘CROSS-DISCIPLINE TRAINING/COLLABORATION
â˘EMBRACE NEW TECHNOLOGY
â˘TIME FOR CREATIVITY
â˘ALTERNATIVES ANALYSIS
â˘INNOVATION, PURSUIT OF IDEAS
26. HOW CAN WE BE MORE FUN?
â˘SOCIAL EVENTS (WITH MANAGEMENT ATTENDANCE)
â˘PRANKS
â˘MINGLE TIME
â˘VOLUNTEER OPPORTUNITIES
â˘COLLABORATIVE WORKSPACE / CULTURE
â˘SHORT BREAK GAMES (PING PONG?)
27. OVERALL TAKEAWAY â MANAGERS
â˘WEâRE NOT SO BADâŚ
⢠WANT THE REPUTATION
⢠WANT THE EXPERIENCE
â˘YOUâRE NOT SO BADâŚ
⢠POSITIVE ENGAGEMENT
⢠COMPANY AMBITIONS
28. OVERALL TAKEAWAY â MANAGERS
â˘INVOLVE MILLENNIALS IN THE BIG PICTURE AND HOW THEY FIT
â˘COMPANY DIRECTION
â˘INVOLVE MILLENNIALS AS MUCH AS POSSIBLE ON PROJECTS
â˘PROVIDE REGULAR COMMUNICATION
â˘PAST, PRESENT, FUTURE
29. OVERALL TAKEAWAY â MILLENNIALS
â˘IT TAKES TIME TO BUILD TRUST. BE PATIENT.
â˘WORK FOR THE OPPORTUNITY
â˘TAKE THE INITIATIVE!
â˘BE CAREFUL WHAT YOU WISH FORâŚ
30. NEXT STEPS
â˘EXPAND SURVEY
â˘HOW CAN WE WORK REMOTELY?
â˘CASFM - TAP THE YMG FOR INFORMATION OR OPINIONS ANYTIME,
WE ARE HERE AND ENGAGED!