Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
Engaging New Employees Through Effective Onboarding - 13aug15TalentMap
Attitudes begin to form at the initial point of contact with an organization. There is no better place to start applying glue than when you are welcoming new employees to your company. Smart companies take advantage of these early days in order to ensure a strong, productive, and dedicated workforce.
Pulse Surveys - Do They Make Sense - 23jul15TalentMap
More and more, employers say short quarterly, monthly, weekly or even daily polls—sometimes a single question at a time—provide data on how their teams actually feel and catch problems before they fester. Frequent surveys are even replacing annual employee surveys at some companies, but most top employers are starting to use both.
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
Engaging New Employees Through Effective Onboarding - 13aug15TalentMap
Attitudes begin to form at the initial point of contact with an organization. There is no better place to start applying glue than when you are welcoming new employees to your company. Smart companies take advantage of these early days in order to ensure a strong, productive, and dedicated workforce.
Pulse Surveys - Do They Make Sense - 23jul15TalentMap
More and more, employers say short quarterly, monthly, weekly or even daily polls—sometimes a single question at a time—provide data on how their teams actually feel and catch problems before they fester. Frequent surveys are even replacing annual employee surveys at some companies, but most top employers are starting to use both.
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
A SapientNitro view on the changing nature of the employee experience and environment. From Employees' changing needs and demanding expectations, to the physical environment's ability to support various working styles, to IT's ability to implement and support it. IT, HR, Facilities and others will need to collaborate to truly create an empowering and differentiating workplace experience.
Join the founder and president of TalentMap, as he looks to answer your questions related to the challenges associated with employee engagement in Nonprofit organizations. We explore topics such as: What engagement is and how it differs for Nonprofits; the drivers of employee engagement in Nonprofits, and finally, best case practices and recommendations to improve engagement drivers. To register for a live Webinar,please visit us at TalentMap.com
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
A SapientNitro view on the changing nature of the employee experience and environment. From Employees' changing needs and demanding expectations, to the physical environment's ability to support various working styles, to IT's ability to implement and support it. IT, HR, Facilities and others will need to collaborate to truly create an empowering and differentiating workplace experience.
Join the founder and president of TalentMap, as he looks to answer your questions related to the challenges associated with employee engagement in Nonprofit organizations. We explore topics such as: What engagement is and how it differs for Nonprofits; the drivers of employee engagement in Nonprofits, and finally, best case practices and recommendations to improve engagement drivers. To register for a live Webinar,please visit us at TalentMap.com
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Why is board governance one of the most common and persistent problems for nonprofits? Many in the sector have come to the realization that the problem is with the traditional governance model itself and new models are urgently needed. This workshop presents a new governance framework, which has been nationally recognized as one of the true innovative developments in the field. Community-Engagement Governance™ is an innovative and effective framework that includes an organization’s stakeholders in key governance decisions for an organization’s future. It is an approach in which governance responsibility is shared among the key sectors of an organization, including its constituents and community, staff, and board to ensure community impact, responsiveness to constituent needs, and high quality decision-making. Participants will learn about this new framework and tools to help them adapt it to their own organization and communities.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
Employee Engagement in Credit Unions InfographicTalentMap
Employee engagement surveys and best practices in a credit union environment. What works and what does. Moving from Job satisfaction to employee engagement.
AOHC Webinar - How London InterCommunity Health Centre Used their Employee En...TalentMap
Join Michelle Hurtubise, Executive Director of the London InterCommunity Health Centre and Sean Fitzpatrick of TalentMap, as they take you through the reasons to conduct an Employee Engagement survey, the plan, communication, deployment, and how did they implement the action planning from the results to drive positive change.
ADDITIONAL TOPICS:
• TalentMap Offering to AOHC Members
• What’s In It For Me
• Employee Engagement for Dummies – Soft Copy
• Free Monthly Webinars On Organizational Hot Button Issues
Why is board governance one of the most common and persistent problems for nonprofits? Many in the sector have come to the realization that the problem is with the traditional governance model itself and new models are urgently needed. This workshop presents a new governance framework, which has been nationally recognized as one of the true innovative developments in the field. Community-Engagement Governance™ is an innovative and effective framework that includes an organization’s stakeholders in key governance decisions for an organization’s future. It is an approach in which governance responsibility is shared among the key sectors of an organization, including its constituents and community, staff, and board to ensure community impact, responsiveness to constituent needs, and high quality decision-making. Participants will learn about this new framework and tools to help them adapt it to their own organization and communities.
Integrating 360 degree feedback in to performance appraisal tool and developm...iosrjce
The performance of an organization is managed by monitoring and managing the performance of the
individual employees in the onganization. 360 degree feedback is considered to be one of the method of
performance Appraisal system which reduces the subjectivily of a traditional supervisor appraisal. In a 360
degree appraisal system, the employees performance is evaluated by his supervisors, his peers, his
internal/external suppliers and his subordinate managers and leaders within organizations use 360 degree
feedback surveys to get a better understanding of their strengths and weaknesses. 360 degree feedback can be
considered as one of the attribute of performance management system which is goal oriented and focused on
present as well as future performance.
The Top Ten Reactions to Performance Feedback and How to Respond4Good.org
hy do so many managers avoid giving feedback? Fear of how an employee will respond is the number one reason managers say they delay and sometimes completely abandon performance conversations. Many managers feel there is no way to adequately predict and prepare for an employee’s response to feedback and are, therefore, convinced things will spin out of control. In reality, most performance issues will elicit a fairly predictable range of responses from employees, some of them even positive. We have identified the Top 10 Employee Reactions and suggest effective ways of addressing each. Understanding these reactions and what to do if confronted by them can mean the difference between having the confidence to initiate an important conversation or sweeping it under the rug.
Join us for this session to walk through these reactions and gain practical tips and techniques to maintain control of the conversation and keep it moving in the best direction.
An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
Mind The Gaps The 2015 Deloitte Millennial Surveyaditya848
Deloitte's 2015 press release discusses findings from the Millennial survey, including how businesses, particularly in developed markets, will need to change to attract and retain the future workforce.
The Future of Business Citizenship - People's Insights MagazineMSL
For our global research study, The Future of Business Citizenship, we surveyed 8,000 young people in 17 countries. Our findings confirm that Millennials have high expectations from business and add an insightful layer to our observations around this generation, with real implications for brands and corporations.
MSLGROUP's global team of corporate and brand citizenship experts dive deep into the results of our study and outline what Millennials value as individuals and what they expect from businesses. The Future of Business Citizenship is part of MSLGROUP's People's Insights project that crowd-sources insights and foresights from MSLGROUP experts.
We hope you enjoy reading this comprehensive report and invite you to share your feedback and tips with us @PeoplesLab or you can reach out to us on Twitter @msl_group.
MSLGROUPs latest survey of 8,000 Millennials across 17 countries reveals that they feel very differently from preceding generations about businesses’ roles in dealing with the world’s greatest challenges.
Role of Millennials and their Impact on Reputation ManagementMSL
Pascal Beucler assesses why Millennials are a generation that matters. They are a highly influential force. And their importance is only skyrocketing. If you’re not where Millennials expect you to be, you’re nowhere. Millennials strongly impact reputation in their roles as: consumers, employees & brand advocates.
We hope you enjoy reading this presentation and invite you to share your feedback and tips with @pbeucler or reach out to us on Twitter @msl_group.
SmashFly Transform Keynote: Transforming Recruitment Marketing Starts With YouSmashFly Technologies
Mike Hennessy, Founder & CEO of SmashFly, gave this opening keynote at the first-ever Recruitment Marketing Conference, SmashFly Transform. He outlines the future of work, the talent acquisition landscape and the roadmap to making recruitment marketing a discipline.
Deloitte’s fourth annual Millennial Survey explored what tomorrow’s leaders think of business today. According to the results, business should focus on people and purpose, not just products and profits in the 21st century.
Millennials overwhelmingly believe that business needs a reset in terms of paying as much attention to people and purpose as it does products and profit. Seventy-five
percent of Millennials believe businesses are too
fixated on their own agendas and not focused
enough on helping to improve society.
The millennial generation is feeling uneasy about the future. The growth of Industry 4.0 technologies—from robotics and the internet
of things to artificial intelligence and cognitive—has
altered the nature of work, while political upheavals
challenge the established world order. In this
environment, millennials and Gen Z yearn for leaders
whose decisions might benefit the world—and their
careers.
Building on last year’s report,2the seventh
annual Deloitte millennial survey delves into
respondents’ perceptions of the evolving threats and
opportunities in an increasingly complex world.
For the first time, the survey also includes opinions
of Generation Z3—those following millennials into
the workplace.
In a fragmenting social and political environment,
with Industry 4.0 driving profound changes,
many millennials are exhibiting a marked desire
for reassurance. They feel pessimistic about the
prospects for political and social progress, along
with concerns about safety, social equality and
environmental sustainability. While young workers
believe that business should consider stakeholders’
interests as well as profts, their experience is
of employers prioritizing the bottom line above
workers, society and the environment, leaving them
with little sense of loyalty
This is First Round's effort to provide an in-depth snapshot of what founders across the entire tech ecosystem think, feel, fear and value. We surveyed over 860 venture-backed founders who volunteered their experience and opinions.
In our research, we uncovered a powerful group among small and mid-size business owners. These influential people see it as their mission to speak out for the good of their communities. They want to make a difference and make things better. If you want to get your message out, these are the people you need to know. Learn about this group and how you can reach them better in this whitepaper on Influential SMBs: The Mouthpiece of the SMB Market.
Millennials. Ready or not, here they come.
Otherwise known as Generation Y, those born between 1982 and 2003 are a force whose dominating presence and behavior (everywhere, but especially in the workforce) will define American life and culture in the next decade and beyond...
To get the most out of the millennials (or anyone for that matter) try the following:
- Hire those who fit your unique culture
- Understand their goals
- Solicit and listen to their ideas
- Ask what they would like to get out of their career and then make it happen
- Lead and mentor, don’t hand hold
- Loosen up and nurture fun
And most importantly, like with all employees, it's imperative to make sure that millennials feel valued in the workplace.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
2. 2
Topic Agenda
Item Time
(min)
Introduction 2
Who are the Millennials? Some (too) Common
Generalizations
5
Myth or Fact? What the TalentMap Research
Says.
10
A Conversation with Millennials 15
Implications for Engaging Millennials 5
Norm Baillie-David
SVP Engagement - TalentMap
Monica Helgoth
VP Engagement - Western Region
Agenda
3. 3
15 years in business
7,000+ employee engagement surveys
since inception
1,000,000+ employees surveyed
500+ employee engagement surveys
annually
Only 1 Focus
TalentMap by the Numbers
4. 4
Sample Clients & Benchmark
Award Programs Technology & Engineering Not-for-Profit & Association
Financial Services
Health Sciences
Other
6. “The generation cohort after Generation
X” – Wikipedia
Born early 1980s through late 1990s
Key socio-demographic/economic
influences:
• Born shortly after 80s recession, witnessed 90s
recession, part of dot.com crash
• Grew up with computers and Internet
• Earliest adopters of social media
• “A medal for everyone”
Who are the Millennials?
6
8. Tech savvy
High expectations: “they expect to be in the corner office in
18 months”
Don’t respect hierarchy
Need high amounts of feedback and recognition
Need work/life balance – not willing to “pay their dues”
Disloyal: Ready to jump at first opportunity
Some Common Generalisations (heard amongst TalentMap clients)
8
9. Myth or Fact?
TalentMap Research:
96,312 respondents
28,238 aged <35
Last 5 years
95% in Canada
9
11. Millennials Feel they have too Much Work
11
Millennials who
Agree/Strongly Agree
(Amount of work required is about right)
65%
Aged 35+ who
Agree/Strongly Agree
61%
12. Fewer Millennials have Confidence in Senior
Leadership
12
Millennials who
Agree/Strongly Agree
(have trust and confidence in senior
leadership’s ability)
68%
Aged 35+ who
Agree/Strongly Agree
62%
13. Fewer Millennials find their work Challenging
13
Millennials who
Agree/Strongly Agree
(My work is challenging)
65%
Aged 35+ who
Agree/Strongly Agree
77%
F A C T!
15. Millennials are just as engaged as everyone else!
They trust and respect senior leadership equally and “buy-
in” to the vision
They are equally satisfied with performance feedback
The major difference between Millennials and the rest of
us:
CHALLENGING WORK AND
MAXIMIZING THEIR POTENTIAL!
The Facts don’t Lie!
15
21. Challenge them. Let them have impact and make a
difference. All the research says they want to make a
contribution.
Seek their input.
Provide lots of opportunities to collaborate
Best: Involve them in decision-making.
• If not: Tell them why decisions are being made.
Like working with any other “culture” – Avoid stereotypes.
Talk to them. Treat them as individuals.
Engage them like anyone else.
So, how do we Engage Millennials?
21
22. Event Format Topic Date
TalentMap Webinar Live Webinar
Online
Org vs Work Engagement In the
Not-for-Profit Sector
Mar 3rd 12:00pm
EST
TalentMap Webinar Live Webinar
Online
Employee Engagement:
Maintaining Momentum – Part 1
Mar 26th
12:00pm EDT
2015 HRIA Annual
Conference
Edmonton Getting Employees to Own
Engagement
April 23/15
Conference Board
“Engagement 2015”
Calgary NEW Research: 10 Years On –
What Do We Really Know?
May 25th
Upcoming TalentMap Learning Sessions